Tom (as the top of the organization on this plant) also approached university of Virginia to get the latest business thinking and to introduce managers to new ideas and apply them to improve the efficiency at the plant without having any particular problems. This shows that Tom is seeking the organizational development and improving the effectiveness of the business and to secure a long-term improvement. Furthermore, in an OD approach the teams and groups are the key focus, which is also why Akin and Tom gather all the employees to talk to them about the organization and in that way figure out what they are thinking and then afterwards, they will be able to change the attitudes and behavior. Tom also used the characteristic of experimental-based learning. Meaning that every time he wants to implement a change, he tells his people that it is just an experiment, which makes it easier for people to digest the change.
He wanted to do development in order to increase productivity for the company and its employees for long term. - Appreciative inquiry is an organizational development method that seeks to identify what is currently the best, developing and increasing the current condition, rather than eliminating what it does badly. In DuPont case, it is proved by NASCAR (stock-car racing metaphor). Even though it was predominately used to explain teamwork, but was also the pattern for accomplishing it as well. - Sense making is the process by which people give meaning to an experience.
A good communication plan will help a manager build trust with the employees so that when they receive the news of a major change they do not panic and become resistant. The communication plan should include preliminary information, who will be affected, and where employees can get more information on the project. This plan will help to create a surprise-free environment and minimize employee stress (Laframboise, Nelson, & Schmaltz, 2003). A manager should take the time to explain why the changes are necessary and how these changes will help the company achieve its vision (David, 2004). Weekly division staff meetings and quarterly “all hands”
All of these things help me with my work culture because I can perform in high demanding jobs. As well the career I have chosen for myself in a corporate management career because you need to have the skills to communicate. To cope with pressure of high demanding situations, and being able to come up with new ideas to help the business and the people you have worked under you. These skills are necessary for me so I can become a good leader. I want my employees under me to be able to learn from me and how I work and deal with situations in the work field.
List and describe 3 systems which are used to organize and prioritize tasks in the workplace. I researched on how organizations use systems that aid in organization and prioritization of tasks and goals. I came across new and interesting methods, which I found them to be beneficial and will begin using these techniques in my day to day running. I also discovered the importance of including colleagues, supervisors and higher management of your progress, changed plans along with the acknowledgement, acceptance and learning’s of mistakes. Often in organizations with a larger number of employees and in some smaller companies with employees that work as a collective, It is important to keep each other (colleagues) informed about your progress so that they can plan and priorities their workloads around you.
I should always keep people informed about progress as they may need to know about changes in targets as it allows them to make amendments to the way they handle their work, if they are not informed it may affect their working abilities. The purpose of letting other people know work plans need to be changed is so they can plan sufficient timescales and it gives them time to adapt to the new changes. By giving them notice it increases their chances of completing the task more efficiently and to an expectable standard. The purpose and benefits of recognising and learning from mistakes is so I know where I have gone wrong and I am able to prevent the mistake from happening again. The purpose and benefits of taking on new challenges if they arise is so I am able to put myself to the test by using my strengths and strengthening my weaknesses, this helps me achieve self growth opportunities and gain new skills to use in more challenging situations.
They need to be multi-talented so they will be able to understand discussions about a wide range of issues affecting the business. They need to have a clear and sharp mind so they will be able to find the main cause of an issue rather than unnecessary details. A good leader will have to motivate employees, especially in an autocratic style of leadership. This is because workers will have to carry out the task and to carry it out efficiently they will have to be motivated. Workers are also motivated in a democratic style of leadership as there is two way communication and worker's opinions are considered.
What motivates the members of FedEx to remain highly engaged in their teams? FedEx formulated a shift from the traditional leader-centered to the team-centered leadership approach. The employees were allowed to have the freedom to express in the organization. Effective communication not only can guarantee the exchange and information sharing, but also can promote the exchange of feelings and ideas between team members, which are eventually develop the team performance. Moreover, Smith encouraged his teams to think innovatively by creating a “job-secure environment”.
The “Domtar Difference,” as it is called, is reflected in the statement, “tapping the intelligence of the experts, our employees.” Employees must be motivated to become involved in developing new ways of doing things. The company was aware that in order to motivate its employees that it would have to supply some type of reward system. The company wanted the employees’ attitudes to change, to be more open to accepting change. The success hinged on internal structural changes. Domtar’s’ managers allowed its employees to be a part of the change not just accept it.
Frank Davis utilizes tools such as memos, notices, proposals, and suggestions and in addition to that he gives the customer an improved knowledge of what the clients are investing their resources into by making use of accurate facts and figures. On the other hand Thomas Green conveys his ideas to the customers and strongly believes that the customers will be convinced to have faith in the plan that he proposes. This trait makes Mr. Green more of a person that prefers interacting with customers face to face. Mr. Green is portrayed to be very skilled and intellectually superior among his peers, which results in being excessively certain about himself and very pompous. The future of the business was the main concern of Mr. Davis.