Planning/strategizing works together with the organization’s primary purpose based on where the organization wants to be and what it will take for them to get there. Planning/strategizing enables management to go beyond daily activities to set realistic goals for the organization’s success. Organizing involves setting the structure and the coordination and use of available resources needed to carry out tasks necessary to achieve the organizational plans. Leading is the ability to motivate people to give their best both individually and within group settings. Through guidance, leadership ability, and supervision of employees managers achieve organizational goals.
Their role is to lead any changes, set the strategic direction and make sure the school is doing the best for the children and staff. Other statuary roles that are part of the school workforce are the school business manager. This is a senior member of non-teaching staff and they are responsible for managing non-teaching activities in the school. This position exists in most schools in the UK. The Special Educational Needs Co-ordinator (SENCO) is the teacher with overall responsibility for coordinating provision for children with special educational needs and is responsible for monitoring their progress.
I will often email staff their newsletters and meeting minutes. Written Memos – these are written when a message is taken for a staff member or if I want all the staff to have a piece of information and I have been unable to have all the staff attend a meeting together where this information would have been delivered verbally. Being able to communicate effectively builds trust, respect, enhances learning and accomplishes goals. Within my job role the level of communication I have to uphold has to be one of massive importance. I have a role of great responsibility dealing with service users and their families or advocates, internal staff and external agencies.
1 Understand the principles and practice of person-centred thing,planning and reviews. 1.1 Explain what person -centred thinking is, and how it relates to person-centred reviews and person centred planning. Person centred thinking is a set of values, skills and tools used in getting to know someone by Person Centred Planning and in personalising of services used by people who need supports provided by social or health care. It is separating what is important to, from what is important for the individual and finding a balance between them. It reflects what is important to the person (now and for the future) and specifies the support they require to make a valued contribution to their community.
I link my supervisee’s capabilities and attitudes with development and enhancement of knowledge, it creates a positive environment to work in, continues to develop their skills and delivery, to improve the overall quality of care of the young people through their personal development and that we strive to develop their overall performance whether it be confidence, communication skills, team working, supporting written work. Sunderland City Council believes that to maximise the contribution that staff make to the service, there must be a structure of regular supervision and appraisal. The purpose of supervision and appraisal is to monitor work done, maintain oversight of individual performance, and to identify appropriate training and support to further staff development and enhance their capabilities. Within my working environment we have regular one to one supervisions between the supervisee and their line manager. The supervision is always on an agreed date which has been arranged from the previous supervision, at a time when the supervision is unlikely to be uninterrupted, however that is not always the case within a children’s home.
The mission statement is a written statement that states your team’s purpose and helps to inspire and motivate your team; the vision statement takes this one step further and looks at the desired future for your work team. Having the teams input into these goals and objectives helps give the team members ownership and a sense of belonging to the team. When the team’s goals are set, they need to have a certain criteria that must be met to make them a realistic goal. They must be clear, concise, have a set time frame, and most importantly, be measurable. These goals need to link with the organisations goals and KPI’s to help create a more efficient workplace.
The concepts of power sharing, consultation and joint ways of working are essential for effective service provision. Social care professionals need to understand the importance of promoting autonomy with individuals. They also need to be aware of their own roles and responsibilities and how they relate to others within the sector. Organisations therefore now need to think creatively about how to recruit and involve individuals in planning and delivering of care services and the need to invest time and effort in effective “partnership working. This ensures that the individual young person who is in our care is placed at the centre.
However, leadership involves establishing direction, aligning people, and motivating and inspiring. * The importance of leading is enormous but that does not mean managing is not important. Management and leadership are both vital to an organization. "To highlight the need for more leadership is not to minimize the importance of management or managers. It is to say that leadership involves unique processes that are distinguishable from basic management processes" (Bateman & Snell, 2011).
In order to create sustainable community development, Hopkins (2008) stated that it involves the ability to work with others from different experiences to close the gap of social capital. Creating and continuing good relationships with local community’s members require ability to recognize personal differences. Beem (1999) mentioned that to build or rebuild community and trust among its members by utilizing social capital, it demands face-to-face communication. In terms of citizen participation and community design, it is essential to provide enough resources for a local community to work together to produce desirable outcomes that benefit the group members or the third party. This mutual opportunity to share knowledge on public issues offer
Running head: ORGANIZATIONAL CULTURAL ANALYSIS Organizational Cultural Analysis Shashi K. Bhat BUS7000 Organizational Behavior and Theory Diane Wuthnow Sunday, February 26, 2012 Introduction Organizational culture is a set of shared values, beliefs and assumptions that are commonly held in an organization. Culture defines the boundaries of an organization and differentiates an organization from another (Robins & Judge, 2012). Culture is what defines the dynamics of an organization and acts as a binding force between the members. Culture establishes implicit norms for the business, and may ultimately attribute to the rise or downfall of an organization. In today’s fast paced globalized businesses, maintaining a strong culture is getting increasingly challenging, and therefore stresses the need for a heightened awareness to maintain it.