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Respond by sharing additional insights or alternative perspectives. Reminder: Be sure to support your posting and responses with specific references to the Learning Resources and/or current literature. Use APA formatting to cite references in your posting and responses One of the most important parts of the strategic planning process is that of collaboration, cooperation, and coordination. All three of these concepts play hand in hand with one another when it comes down to the basis of everything. Strategic planning for an organization includes formulating and implementing strategies and plans to address the issues of the people that they serve (Bryson, 2011). Collaboration is an intricate concept with multiple attributes (Gardner, 2005). Collaboration, by itself, has a lot of small parts within it. Some of these parts include the sharing of planning, making decisions, solving problems, setting goals, assuming responsibility, working together cooperatively, communicating, and coordinating openly (Gardner, 2005). This aspect is important to the strategic planning process because it involves the ability for all to share ideas and concerns for those involved (Bryson, 2011). Cooperation in the strategic planning process has insurmountable importance for every organization. Cooperation is driven by the main concepts of teamwork. The last piece of the puzzle is the concept of coordination. Coordination is the process that includes a variety of committed individuals who work together in order to achieve the same goals and objectives of the organization (Bryson, 2011). Having a strong sense of coordination within an organization is an important and vital part to the strategic planning process. Individuals working together and coordinating important aspects are necessary to be successful in all ventures. Stakeholders are an extremely important part to any type of organization (Bryson, 2011). Stakeholders are a true part of the backbone in any sense of the word. Stakeholders, are more times than not, recruited solely on the ideas of the organization. This is what sells the motive to become stakeholders in certain organization. By appealing to their values, motives, and goals will not only gain you stakeholders, but also gain one a strong unified meaning for the organization as a whole. Stakeholders become a part of something based on the ideas, mission, and goals so by aligning with these individuals down to the core will only make for an even more meaningful and strong sense of the whole organization. References Bryson, J.M. (2011). Strategic planning for public and nonprofit organizations: A guide to strengthening and sustaining organizational achievement (4 th ed ). San Francisco, CA: Jossey-Bass. Gardner, D. (January 31, 2005). Ten Lessons in Collaboration. OJIN: The Online Journal of Issues in Nursing . Vol. 10 No.1, Manuscript 1. .
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Due Wednesday 900 pm New York TimeCollaboration, Cooperation, a.docx
Due Wednesday 9:00 pm New York Time
Collaboration, Cooperation, and Coordination in Strategic Planning
1-2 Page APA Format Three References from Provided Resources and link.
The collaboration, cooperation, and coordination of organizational leaders, team members, and stakeholders are essential, as organizations thrive in a culture of teamwork and open communication. This type of culture supports the strategic planning process and helps organizations successfully achieve their goals. In this Discussion, you examine the role of collaboration, cooperation, and coordination in the strategic planning process.
Post by Wedneday
An explanation of the role of collaboration, cooperation, and coordination in an organization’s strategic planning process. Include how stakeholders of an organization might create a unified meaning for ideas, goals, and/or missions.
PLEASE USE THE LINK AD UPLOADED PDFs IN DEVELOPING AND CITING IN THE PAPER
References
Bryson, J. M. (2011). Strategic planning for public and nonprofit organizations: A guide to strengthening and sustaining organizational achievement (4th ed.). San Francisco, CA: Jossey-Bass.
Chapter 7, “Formulating and Adopting Strategies and Plans to Manage the Issues”
Watkins, J. M., & Cooperrider, D. (2000). Appreciative inquiry: A transformative paradigm.
Journal of the Organization Development Network
,
32
, 6–12. Retrieved from
http://celebratecongregations.com/AI%20a%20Transformative%20Paradigm.pdf
.
Respond by offering an alternative perspective of the most impor.docx
Respond
by offering an alternative perspective of the most important element of the strategic planning process.
Reminder: Be sure to support your posting and responses with specific references to the Learning Resources and/or current literature. Use APA formatting to cite references in your posting and responses.
Strategic planning is mentioned as being a deliberative, disciplined approach to helping key decision makers in organizations figure out what they think the should be doing (Bryson, 2011). This process can obtain more failures than successes. With that being said, it takes a wise and skillful leader to invest in the plan and connected various parties to the plan. Strategic planning can be explained as “articulating an organization’s mission, vision, goals, and the nature of the common good and public value to be created” (Bryson, 2011, pg. 20). Though strategic planning cannot stand alone- it needs to be equally supported by successful leadership and management. Leadership being the act of doing what is right and management being the act of doing what is right.
Within strategic planning it can be necessary to work backwards then forward. Looking at a time line, seeing how much time is required for given work and a plan to be put in place. Dividing the period of time into sections/meeting times of where the issues can be addresses (Laureate Education, 2008) Doing “ideals” in a planning meeting focus around worse and best case scenarios. Along with ideals is incorporating new questions of looking inside the organization. Using SWOT (strengths, weaknesses, opportunities and threats) to revisit the organizations strengths, weaknesses, opportunities, and threats that are at hand. Besides monitoring trends of SWOT, there is the need to “monitor important external stakeholder groups, especially those who affect resource flows (directly and indirectly)” (Bryson, 2011, pg. 20). These are defined as customers, clients, payers or funders, dues-paying members, and regulators (Bryson, 2011). Communication and relations with these stakeholders is important in order to have a team of decision makers.
Bryson (2011) relates strategic planning to an individual’s life by saying that everyone on some level is thinking, acting, and learning about various elements of their life. In my life, I know my purpose and the things I must do. This could be my greater purpose in the world and the things I must do daily to keep up with my job and the various things I schedule; appointments, meetings with friends, and weekly volunteer commitments. Through reading Strength’s Finder by Tom Rath, I was able to take as assessment and see my strengths as well as the weaknesses of these strengths. My strengths are; maximizer, empathy, adaptability, consistency, and harmony. I know the big issues that I am facing in my life and what strategies that have worked for me to overcome past obstacles. Being able to define success is another part of looking at strategic planni.
Ethical benefits and limitationsNonprofits are often charged with .docx
Ethical benefits and limitations
Nonprofits are often charged with operating at a higher standard than for profit organizations. Theoretically the goal for nonprofits is to provide better or more service to the community, rather than to obtain a greater profit. Leadership has to “make a public commitment to ethical principles and then manifest them in their own behavior” (Bryson, 2011, p.380). Strategic planning is lead by leadership and is most successful when led by committed leadership (Bryson, 2011).
Rewarding “ethical behavior” benefits an organization in that it sets a standard of excellence and builds legitimacy for the organization (Bryson, 2011). Organizations are limited not so much by ethics, but by the difficulty in assessing whether ethical behavior is being practiced. There are a lot ‘good faith’ beliefs we engage in, and it is usually after the fact that unethical behavior become noticed. As leaders, we need to set the example, put in place the policies that explain acceptable behavior, and uphold that behavior in both our speech and actions.
Financial benefits and limitations
One financial benefit of strategic planning is more efficient resource alignment. If the organization as a whole goes through the ABCs of strategic planning, as outlined by Bryson (2011), they will agree or obtain consensus on what the organizations priorities and the budget can then be aligned to better support obtainment of that goal.
The most obvious financial limitation is the amount of money and time that can be spared to support strategic planning. Everything comes with a cost. If a large organization engages in an AI, they pay their employees to not do their job, but participate, and additional time or resources must be allocated to cover the gap. Many nonprofit board member are volunteers that cannot, or are unwilling to, take time off their ‘day job’ to do nonpaid strategic planning.
Cultural benefits and limitations
Often we talk about a culture for good. Adopting a culture that encourages and advocates for strategic planning will help an organization better deal with potential obstacles and issues. Another definition of culture is more basic, some cultures embrace cooperation and coordination, and others do not. When talking about stakeholder collaboration and coordination, it is important to take these different acceptance levels into account (Bryson, 2011).
Organizational strategic planning, as mentioned above, can be limited by differences in culture, and engagement with all strategic planners must take into account this possibility in order to make strategic planning effective.
How changing stakeholders impact the strategic plan
Stakeholders change, because situations change. Organizations rise and fall, government departments get new leadership, merge or change mission. Bryson (2011) stresses the importance of stakeholder identification and analysis, but it is important to remember that stakeholder analysis is part of step one: “initiati ...
Running head IMPORTANCE OF SELF-EVALUATION .docx
Running head: IMPORTANCE OF SELF-EVALUATION 1
IMPORTANCE OF SELF-EVALUATION 2
Importance of Self-Evaluation
De’Vaka Newton
HUMN 6651
Professor Kristin Daily
January 26, 2019
Board Self-Evaluations
Non-profit organizations are run by board of governance that is tasked with ensuring that the goals and the objectives of the organization are achieved through mobilization of resources and overseeing the day-to-day activities. The role of the board members cannot be overlooked as they are the key drivers of the organizations (Bruni-Bossio et al., 2016). The board must, therefore, be developed and especially when the question of their skills, abilities, competencies and work knowledge comes in. Board development simply means that there are efforts put in place to ensure that skill deficiencies are easily identified and addressed (Shi et al., 2017). One of the ways of ensuring that the board development efforts are a success is through board self-evaluations. Self-evaluations means that each board member is able to analyze their weaknesses and strengths and tell the key areas that they feel they still need to improve on or they may need to be trained on. Board self-evaluations are very critical in board governance as they build competent teams; they clearly indicate the key achievements of the team, and act as guidance to the directors, reduce internal conflicts and ensure a good financial stewardship.
A Competent Team is Created
The board self-evaluations ensure that there is a competent board that is committed to good staff leadership. Through the self-evaluations, each member gets to know their strengths and weaknesses (Pigé, 2017). The areas that need improvement are pointed out and each member gets down to trying to become the best versions of themselves (Shi et al., 2017). The results are a competent team; a team that is aware of their weaknesses and works to eliminate them. A competent board means that they are equipped to handle the operations of the organization and are drivers of change towards the fulfillment of the set goals and objectives.
Shows the Achievements of the Board
Through the board evaluations the full board is able to know their competencies and achievements as a group. Positive change is thus created especially because the members are assured that whatever they are doing has been a success (Vandebeek et al., 2016). Getting feedback on the overall performance is a motivation to all the members (Louizi & Kammoun, 2016). Hard work for the board members is always a thankless effort and accomplishment and pointing out the strengths helps to propel the team to achieve even the more by building on what they have already achieved in the previous projects and assignments (Louizi & Kammoun, 2016). The goals of the organization become easy to achieve when the team knows their strengths and weak.
Groups and Teams
Project Teams
Meredith and Mantel (2012 p.1) state “Project management has emerged because the characteristics of our contemporary society demand the development of new methods of management.”
Fostering collaboration and strengthening others 1
Collaboration and empowering team members is important for effective leadership. When leaders involve the entire team in problem-solving and decision making, it fosters trust and eliminates turf issues. Team members feel ownership over the work when they can contribute ideas and have their concerns heard. Empowering the team leads to collaborative problem solving and better implementation of plans, as the team worked together to develop the solutions. Overall, collaboration and strengthening the team are essential for building commitment to common goals and better organizational outcomes.
· Gagnon, M. A., Jansen, K. J., & Michael, J. H. (2008). Employee .docx
· Gagnon, M. A., Jansen, K. J., & Michael, J. H. (2008). Employee alignment with strategic change: A study of strategy-supportive behavior among blue-collar employees. Journal of Managerial Issues, 20(4), 425–443. (EBSCO AN:
http://libproxy.edmc.edu/login?url=http://search.ebscohost.com/login
.aspx?direct=true&db=pbh&AN=36099317&site=ehost-live
JOURNAL OF MANAGERIAL ISSUES
Vol. XX Number 4 Winter 2008: 425-443
Employee Alignment with Strategic Change: A Study of Strategy-supportive Behavior among Blue-collar Employees
Mark A. Gagnon
Director of Business Development
Bay Tree Technologies
Karen J. Jansen
Assistant Professor of Management
University of Virginia
Judd H. Michael
Associate Professor of Sustainable Enterprises
The Pennsylvania State University
It may not be surprising that poor organizational strategies often fail, but research in strategy implementation demonstrates that even good strategies fail during implementation (Bonoma, 1984; Huff and Reger, 1987; Wooldridge and Floyd, 1989). Failure of a new strategy or a strategic innovation is often due to the inability or resistance of individual employees to commit to a strategy and adopt the necessary behaviors for accomplishment of strategic objectives (e.g., Heracleous and Barrett, 2001). Failures in this process of strategic commitment lead to strategic misalignment, or individuals failing to engage in behavior that supports the organi-zation’s strategic goals (Boswell and
Boudreau, 2001). Because strategy implementation is predominantly goal-directed (Barney, 1998) and teleological in nature (Van de Ven and Poole, 1995), strategic misalignment reflects the absence of goal-directed behavior.
The problem of strategic misalign-ment has a considerable history in the management discipline and has been described under numerous labels such as the problem of achieving coordinated action, goal incongruence and non-alignment (Barnard, 1938; Boswell et al., 2006; Labovitz and Ro-sansky, 1997; March and Simon, 1958). This body of research has provided considerable insight into the challenges that impede collective
(
(425)
)JOURNAL OF MANAGERIAL ISSUES Vol. XX Number 4 Winter 2008
(
426
E
MPLOYEE
A
LIGNMENT WITH
S
TRATEGIC
C
HANGE
)alignment with strategies. However, little is understood about the mechanisms by which individuals come to be aligned with strategies.
The purpose of this study is to understand the antecedents of alignment by examining the role an indi-vidual’s strategic knowledge and commitment play in subsequent engagement in strategy-supportive behavior. Strategic knowledge represents an individual’s global understanding of a strategy being pursued by his or her organization; individuals who agree with statements such as “I understand what strategy X is all about”are demonstrating strategic knowledge as we define it. We propose that strategic knowledge and several individual characteristics influence strategic commitment, which we define as an individual’s willingn.
Problem solving steps & process
1. Identify important problems that can be solved.
2. Look for connections among problems.
3. Experiment with innovative solutions.
4. Take decisive action to deal with crises.
Recommended
Due Wednesday 900 pm New York TimeCollaboration, Cooperation, a.docx
Due Wednesday 9:00 pm New York Time
Collaboration, Cooperation, and Coordination in Strategic Planning
1-2 Page APA Format Three References from Provided Resources and link.
The collaboration, cooperation, and coordination of organizational leaders, team members, and stakeholders are essential, as organizations thrive in a culture of teamwork and open communication. This type of culture supports the strategic planning process and helps organizations successfully achieve their goals. In this Discussion, you examine the role of collaboration, cooperation, and coordination in the strategic planning process.
Post by Wedneday
An explanation of the role of collaboration, cooperation, and coordination in an organization’s strategic planning process. Include how stakeholders of an organization might create a unified meaning for ideas, goals, and/or missions.
PLEASE USE THE LINK AD UPLOADED PDFs IN DEVELOPING AND CITING IN THE PAPER
References
Bryson, J. M. (2011). Strategic planning for public and nonprofit organizations: A guide to strengthening and sustaining organizational achievement (4th ed.). San Francisco, CA: Jossey-Bass.
Chapter 7, “Formulating and Adopting Strategies and Plans to Manage the Issues”
Watkins, J. M., & Cooperrider, D. (2000). Appreciative inquiry: A transformative paradigm.
Journal of the Organization Development Network
,
32
, 6–12. Retrieved from
http://celebratecongregations.com/AI%20a%20Transformative%20Paradigm.pdf
.
Respond by offering an alternative perspective of the most impor.docx
Respond
by offering an alternative perspective of the most important element of the strategic planning process.
Reminder: Be sure to support your posting and responses with specific references to the Learning Resources and/or current literature. Use APA formatting to cite references in your posting and responses.
Strategic planning is mentioned as being a deliberative, disciplined approach to helping key decision makers in organizations figure out what they think the should be doing (Bryson, 2011). This process can obtain more failures than successes. With that being said, it takes a wise and skillful leader to invest in the plan and connected various parties to the plan. Strategic planning can be explained as “articulating an organization’s mission, vision, goals, and the nature of the common good and public value to be created” (Bryson, 2011, pg. 20). Though strategic planning cannot stand alone- it needs to be equally supported by successful leadership and management. Leadership being the act of doing what is right and management being the act of doing what is right.
Within strategic planning it can be necessary to work backwards then forward. Looking at a time line, seeing how much time is required for given work and a plan to be put in place. Dividing the period of time into sections/meeting times of where the issues can be addresses (Laureate Education, 2008) Doing “ideals” in a planning meeting focus around worse and best case scenarios. Along with ideals is incorporating new questions of looking inside the organization. Using SWOT (strengths, weaknesses, opportunities and threats) to revisit the organizations strengths, weaknesses, opportunities, and threats that are at hand. Besides monitoring trends of SWOT, there is the need to “monitor important external stakeholder groups, especially those who affect resource flows (directly and indirectly)” (Bryson, 2011, pg. 20). These are defined as customers, clients, payers or funders, dues-paying members, and regulators (Bryson, 2011). Communication and relations with these stakeholders is important in order to have a team of decision makers.
Bryson (2011) relates strategic planning to an individual’s life by saying that everyone on some level is thinking, acting, and learning about various elements of their life. In my life, I know my purpose and the things I must do. This could be my greater purpose in the world and the things I must do daily to keep up with my job and the various things I schedule; appointments, meetings with friends, and weekly volunteer commitments. Through reading Strength’s Finder by Tom Rath, I was able to take as assessment and see my strengths as well as the weaknesses of these strengths. My strengths are; maximizer, empathy, adaptability, consistency, and harmony. I know the big issues that I am facing in my life and what strategies that have worked for me to overcome past obstacles. Being able to define success is another part of looking at strategic planni.
Ethical benefits and limitationsNonprofits are often charged with .docx
Ethical benefits and limitations
Nonprofits are often charged with operating at a higher standard than for profit organizations. Theoretically the goal for nonprofits is to provide better or more service to the community, rather than to obtain a greater profit. Leadership has to “make a public commitment to ethical principles and then manifest them in their own behavior” (Bryson, 2011, p.380). Strategic planning is lead by leadership and is most successful when led by committed leadership (Bryson, 2011).
Rewarding “ethical behavior” benefits an organization in that it sets a standard of excellence and builds legitimacy for the organization (Bryson, 2011). Organizations are limited not so much by ethics, but by the difficulty in assessing whether ethical behavior is being practiced. There are a lot ‘good faith’ beliefs we engage in, and it is usually after the fact that unethical behavior become noticed. As leaders, we need to set the example, put in place the policies that explain acceptable behavior, and uphold that behavior in both our speech and actions.
Financial benefits and limitations
One financial benefit of strategic planning is more efficient resource alignment. If the organization as a whole goes through the ABCs of strategic planning, as outlined by Bryson (2011), they will agree or obtain consensus on what the organizations priorities and the budget can then be aligned to better support obtainment of that goal.
The most obvious financial limitation is the amount of money and time that can be spared to support strategic planning. Everything comes with a cost. If a large organization engages in an AI, they pay their employees to not do their job, but participate, and additional time or resources must be allocated to cover the gap. Many nonprofit board member are volunteers that cannot, or are unwilling to, take time off their ‘day job’ to do nonpaid strategic planning.
Cultural benefits and limitations
Often we talk about a culture for good. Adopting a culture that encourages and advocates for strategic planning will help an organization better deal with potential obstacles and issues. Another definition of culture is more basic, some cultures embrace cooperation and coordination, and others do not. When talking about stakeholder collaboration and coordination, it is important to take these different acceptance levels into account (Bryson, 2011).
Organizational strategic planning, as mentioned above, can be limited by differences in culture, and engagement with all strategic planners must take into account this possibility in order to make strategic planning effective.
How changing stakeholders impact the strategic plan
Stakeholders change, because situations change. Organizations rise and fall, government departments get new leadership, merge or change mission. Bryson (2011) stresses the importance of stakeholder identification and analysis, but it is important to remember that stakeholder analysis is part of step one: “initiati ...
Running head IMPORTANCE OF SELF-EVALUATION .docx
Running head: IMPORTANCE OF SELF-EVALUATION 1
IMPORTANCE OF SELF-EVALUATION 2
Importance of Self-Evaluation
De’Vaka Newton
HUMN 6651
Professor Kristin Daily
January 26, 2019
Board Self-Evaluations
Non-profit organizations are run by board of governance that is tasked with ensuring that the goals and the objectives of the organization are achieved through mobilization of resources and overseeing the day-to-day activities. The role of the board members cannot be overlooked as they are the key drivers of the organizations (Bruni-Bossio et al., 2016). The board must, therefore, be developed and especially when the question of their skills, abilities, competencies and work knowledge comes in. Board development simply means that there are efforts put in place to ensure that skill deficiencies are easily identified and addressed (Shi et al., 2017). One of the ways of ensuring that the board development efforts are a success is through board self-evaluations. Self-evaluations means that each board member is able to analyze their weaknesses and strengths and tell the key areas that they feel they still need to improve on or they may need to be trained on. Board self-evaluations are very critical in board governance as they build competent teams; they clearly indicate the key achievements of the team, and act as guidance to the directors, reduce internal conflicts and ensure a good financial stewardship.
A Competent Team is Created
The board self-evaluations ensure that there is a competent board that is committed to good staff leadership. Through the self-evaluations, each member gets to know their strengths and weaknesses (Pigé, 2017). The areas that need improvement are pointed out and each member gets down to trying to become the best versions of themselves (Shi et al., 2017). The results are a competent team; a team that is aware of their weaknesses and works to eliminate them. A competent board means that they are equipped to handle the operations of the organization and are drivers of change towards the fulfillment of the set goals and objectives.
Shows the Achievements of the Board
Through the board evaluations the full board is able to know their competencies and achievements as a group. Positive change is thus created especially because the members are assured that whatever they are doing has been a success (Vandebeek et al., 2016). Getting feedback on the overall performance is a motivation to all the members (Louizi & Kammoun, 2016). Hard work for the board members is always a thankless effort and accomplishment and pointing out the strengths helps to propel the team to achieve even the more by building on what they have already achieved in the previous projects and assignments (Louizi & Kammoun, 2016). The goals of the organization become easy to achieve when the team knows their strengths and weak.
Groups and Teams
Project Teams
Meredith and Mantel (2012 p.1) state “Project management has emerged because the characteristics of our contemporary society demand the development of new methods of management.”
Fostering collaboration and strengthening others 1
Collaboration and empowering team members is important for effective leadership. When leaders involve the entire team in problem-solving and decision making, it fosters trust and eliminates turf issues. Team members feel ownership over the work when they can contribute ideas and have their concerns heard. Empowering the team leads to collaborative problem solving and better implementation of plans, as the team worked together to develop the solutions. Overall, collaboration and strengthening the team are essential for building commitment to common goals and better organizational outcomes.
· Gagnon, M. A., Jansen, K. J., & Michael, J. H. (2008). Employee .docx
· Gagnon, M. A., Jansen, K. J., & Michael, J. H. (2008). Employee alignment with strategic change: A study of strategy-supportive behavior among blue-collar employees. Journal of Managerial Issues, 20(4), 425–443. (EBSCO AN:
http://libproxy.edmc.edu/login?url=http://search.ebscohost.com/login
.aspx?direct=true&db=pbh&AN=36099317&site=ehost-live
JOURNAL OF MANAGERIAL ISSUES
Vol. XX Number 4 Winter 2008: 425-443
Employee Alignment with Strategic Change: A Study of Strategy-supportive Behavior among Blue-collar Employees
Mark A. Gagnon
Director of Business Development
Bay Tree Technologies
Karen J. Jansen
Assistant Professor of Management
University of Virginia
Judd H. Michael
Associate Professor of Sustainable Enterprises
The Pennsylvania State University
It may not be surprising that poor organizational strategies often fail, but research in strategy implementation demonstrates that even good strategies fail during implementation (Bonoma, 1984; Huff and Reger, 1987; Wooldridge and Floyd, 1989). Failure of a new strategy or a strategic innovation is often due to the inability or resistance of individual employees to commit to a strategy and adopt the necessary behaviors for accomplishment of strategic objectives (e.g., Heracleous and Barrett, 2001). Failures in this process of strategic commitment lead to strategic misalignment, or individuals failing to engage in behavior that supports the organi-zation’s strategic goals (Boswell and
Boudreau, 2001). Because strategy implementation is predominantly goal-directed (Barney, 1998) and teleological in nature (Van de Ven and Poole, 1995), strategic misalignment reflects the absence of goal-directed behavior.
The problem of strategic misalign-ment has a considerable history in the management discipline and has been described under numerous labels such as the problem of achieving coordinated action, goal incongruence and non-alignment (Barnard, 1938; Boswell et al., 2006; Labovitz and Ro-sansky, 1997; March and Simon, 1958). This body of research has provided considerable insight into the challenges that impede collective
(
(425)
)JOURNAL OF MANAGERIAL ISSUES Vol. XX Number 4 Winter 2008
(
426
E
MPLOYEE
A
LIGNMENT WITH
S
TRATEGIC
C
HANGE
)alignment with strategies. However, little is understood about the mechanisms by which individuals come to be aligned with strategies.
The purpose of this study is to understand the antecedents of alignment by examining the role an indi-vidual’s strategic knowledge and commitment play in subsequent engagement in strategy-supportive behavior. Strategic knowledge represents an individual’s global understanding of a strategy being pursued by his or her organization; individuals who agree with statements such as “I understand what strategy X is all about”are demonstrating strategic knowledge as we define it. We propose that strategic knowledge and several individual characteristics influence strategic commitment, which we define as an individual’s willingn.
Problem solving steps & process
1. Identify important problems that can be solved.
2. Look for connections among problems.
3. Experiment with innovative solutions.
4. Take decisive action to deal with crises.
Running head CHANGE MANAGEMENT 1CHANGE MANAGEMENT 2.docx
Running head: CHANGE MANAGEMENT
1
CHANGE MANAGEMENT
2
Change Management
Tiffine C. Bourland
Business 4802
09/02/16
Change Management
Organizational management encounters changes in daily basis, and the appropriate method of managing such changes must be adopted to ensure business continuity and that none of the employees is affected adversely by the change implemented. In managing teams, as a leader, some of the strategies to follow when implementing changes include such as the proper ways of addressing conflict when conducting Team Learning. This process of Team Learning entails aspects of ensuring that every member of the team participates and engages in the team’s activities effectively. The best exercise that was involved in Team Learning in acquiring the most out of the team was team building. This involved various activities that saw the different members engaging and participating together, since most of the activities held in team building required togetherness and unity (Lawrence, 2015).
In management, a way to ensure that each member of the fraternity is involved in an activity is necessary (Change Management Institute, 2013). This will ensure that unity is maintained within the given organization, for a positive change and development for better productivity. Most of the members reacted positively after the activity, with enhanced and positive attitudes towards the management and the entire change that was to be introduced. During the activity, some of the actions that most members engaged in were unplanned, in that they had to switch to the given activities when they were introduced. This fosters a quick adoption of a change within an organization, and ensures a warm reception of a positive change. In the planned activities, some members resorted to handling them with routine methods, while others sought different perspectives. This enhances creativity in solving problems and handling challenges within an organization.
References
Change Management Institute. (2013). The effective change manager: The change management body of knowledge.
Lawrence, P. R. (2015). Leading change: How successful leaders approach change management.
Running head: CHANGE MANAGEMENT
1
CHANGE MANAGEMENT
2
Change Management
Tiffine C. Bourland
Business 4802
08/26/16
Change Management
Ground rules are essential for most teams’ success, however; those that do not use the ground rules successfully, in most cases fail in the long run (Workman, 2004). Organizations need to use ground rules consistently to help them make better decisions and implement the decisions to increase the satisfaction of tem members. The guidelines or ground rules for viable groups portray particular practices that enhance how individuals cooperate. They give more direction than procedural guidelines, for example, “Put your mobile phones on vibrate” and “Begin on time, end on time,” or moderately dynamic ground rules, for example, “Approach e ...
Building the Future HR’s Role in Organizational DesignB.docx
Building the Future: HR’s Role
in Organizational Design
By Steve Weingarden, Ph.D.
STRATEGIC HR MANAGEMENT
STUDENT WORKBOOK
Project team
Author: Steve Weingarden, Ph.D.
SHR M project contributor: Bill Schaefer, SPHR, CEBS
External contributor: Sharon H. Leonard
Copy editing: Katya Scanlan, copy editor
Design: Jihee Lombardi, senior design specialist
© 2011 Society for Human Resource Management. Steve Weingarden, Ph.D.
For more information, please contact:
SHR M Academic Initiatives
1800 Duke Street, Alexandria, VA 22314, USA
Phone: (800) 283-7476 Fax: (703) 535-6432
11-0100-SW
© 2011 Society for Human Resource Management. Steve Weingarden, Ph.D. 1
This case study provides a history and overview of organizational design (OD). You
will use the information in the overview to complete an exercise as a hypothetical
organizational design consultant working with a real company of their choice.
You will read about the defi nition and purpose of organizational design, methods
of measurement, six models of organizational structure and two models on how to
apply organizational structure principles.
This case provides an overview of organizational design and includes a scenario-
based structured exercise. It is intended for advanced undergraduate students.
Students studying human resources (HR) will likely benefi t most, but general
business students should gain insight from the module, particularly regarding the
role of HR in organizational design.
LearNING oBjectIVeS
You will participate in a structured exercise about organizational design, learning
overarching principles and critically applying those principles to a hypothetical
consulting situation. At the end of the case, you will be able to:
1. Identify how organizations gain sustainable competitive advantage through
human capital strategies such as organizational design.
2. Describe HR’s role in developing human capital strategies and HR’s effect on an
organization’s success.
3. Apply an organizational design consulting model to an organization.
Case Overview
2 © 2011 Society for Human Resource Management. Steve Weingarden, Ph.D.
Read this section before attempting the structured exercise.
DeFINItIoN aND PUrPoSe oF orGaNIZatIoNaL DeSIGN
Organizations are composed of deliberately selected and deselected people who
coordinate their efforts toward a specifi c goal (Etzioni, 1964). The ultimate purpose
of an organization is to achieve a specifi c goal or mission. The people selected
(whether self-selected or chosen) and deselected are signifi cant in some manner that
helps the organization achieve the desired goal.
Organizational design centers on the organization’s human resource needs to
achieve the organization’s specifi c goal. Organizational design answers the question,
“What is the best organizational structure?” and has two objectives:
1. To facilitate the fl ow of information within the organization.
2. To integrate organizational be.
Final Assignment APA
This document provides an overview of leadership approaches and strategies for addressing youth violence. It discusses that youth violence prevention requires a flexible approach that addresses behavioral, environmental, and social factors. Public sector leaders must function as change agents in developing and implementing collaborative strategies. The document reviews theories of charismatic, transformational, and servant leadership and their focus on empowering followers, envisioning change, and prioritizing followers' needs and interests to motivate them. Trust and open communication between leaders and stakeholders are essential for effective collaboration on complex issues like youth violence.
Mathematical Model to Predict Leader Self-Awareness and Effective Conflict Ma...
Mathematical Model to Predict Leader Self-Awareness and Effective Conflict Ma...Triple A Research Journal
This document presents a mathematical model to predict leader self-awareness and effective conflict management in manufacturing companies. It begins with an abstract that outlines the study's objectives to evaluate self-awareness and conflict management and their impact on collaboration and communication. The introduction then provides background on the importance of emotional intelligence competencies like self-awareness for organizational success. The literature review discusses theories of emotional intelligence, increased collaboration, leader self-awareness, improved communication, and their relationships. The study aims to examine how self-awareness influences increased collaboration and improved communication using a mathematical model. It presents the model development and discusses variables. The goal is to monitor leader self-awareness and evaluate effective conflict management to enhance communication between customersStrategic planning
This document discusses strategic planning for social work organizations. It defines strategic planning as a disciplined process to determine an organization's future direction and how to achieve that future. The document outlines the benefits of strategic planning, such as improving performance and decision making. It also discusses criticisms that the process is time-consuming or plans become obsolete. The rest of the document details the key steps in designing a strategic planning process, including clarifying the mission, analyzing strengths/weaknesses and opportunities/threats, identifying strategic issues, and developing and implementing a strategic plan.
Discussion Identifying and Engaging Stakeholders for Strategic Plan.docx
Discussion: Identifying and Engaging Stakeholders for Strategic Planning
Stakeholders can facilitate the success, or failure, of a strategic plan.
Identifying internal and external stakeholders and building productive relationships should be an intentional and well-conceived part of the strategic planning process. As a nurse leader-manager involved in strategic planning, it is important that you consider who could be impacted by a proposed change and how the change may affect individuals’ roles, responsibilities, and relationships. It is also essential to think about which stakeholders may be able to offer expertise, capital, and/or sway to help exercise the strategic plan and generate buy-in.
In this Discussion, you identify stakeholders who can assist with carrying forward a strategic plan.
Your Instructor has assigned you to a small group for this Discussion. Craft your stakeholder description independently; through the collegial exchange that follows, you will offer each other suggestions for refinement. As in Weeks 2 and 3, use this small group Discussion to delve deeply into the concepts being presented as they are foundational to this course.
To prepare:
Reflect on a planned change effort you have experienced.
Consider the following questions:
How do you think stakeholder involvement may have impacted the outcome of this planned change?
Were the right stakeholders involved? Did the stakeholders help to carry out the plan as needed?
Should other stakeholders have been engaged? If so, how could relationships with additional stakeholders have been cultivated to better support the plan?
How does reflecting on this instance of planned change inform your perspective on what is needed to engage stakeholders to successfully promote other strategic changes?
Review the Mountain View Health Center case study, and reflect on the focus of your postings in the Week 2 Discussion 2 and the Week 3 Discussion.
Conduct additional research as necessary to strengthen your understanding of the process of involving stakeholders in strategic planning and to deepen your thinking about the organization. For instance, you may research organizations with similarities to Mountain View, and examine information related to stakeholder involvement.
Consider the following questions:
Which internal and external stakeholders should be involved in strategic planning related to this case study?
What assets and/or perspectives would each of these stakeholders offer to the process?
What role would each potential stakeholder play in helping to move forward a strategic plan?
When and how should the stakeholders become involved?
How would you cultivate relationships with these stakeholders to produce the best possible results?
How would the appropriate selection of stakeholders and their involvement promote the likelihood of successful adoption and implementation of a strategic plan?
Post a description of internal and external stakeholders who should be involved in stra.
Running Head Discussion Board #11Discussion Board.docx
Running Head: Discussion Board #1 1
Discussion Board #1
Sarah Swift
Discussion Board #1 2
1. Why is shared information so important in a learning organization in comparison to an efficient performance organization? Discuss how an organization’s approach to sharing information may be related to other elements of organization design such as: structure, tasks, strategy, and culture.
The primary function of an organization is said to be “the coordination of people and resources to collectively accomplish desired goals” (Daft, 2016, p 13). As an organization requires the collaboration amongst the people that formulate the entity, there develops a need for shared information. This concept of shared information is however more accepted within a learning organization rather than a performance organization (Daft, 2016). Shared information reflects a dynamic that encourages the interaction with one another to solve problems and innovate new ideas which can be seen as the characteristic that drives the mentality of a learning organization (Daft, 2016). In contrast to this, a performance organization places their focus more so in the efficiency of their business (Daft, 2016).
The elements of these types of organizations are reflected within their design as well. Learning organizations tend to use a decentralized structure approach where the authority of decision making, implementation, and innovation is shared amongst many employees in the organization even those considered in a lower level position (Tata & Prasad, 2004). This creates a flow of shared information. Those however in an efficient performance environment are impacted by a centralized structure. This type of structure allows for the authority to remain with fewer individuals which tend to be those that are in the top levels of the organization (Tata
Discussion Board #1 3
& Prasad, 2004). A centralized structure brings with it a hierarchical system where those at the higher levels engage in problem resolution and create policies while instructing those that are below them to implement these policies (Tata & Prasad, 2004). This set up discourages the collaboration amongst all employees.
The type of organization, also plays into the type of tasks given and the culture of the business. A learning organization develops more of a role oriented demeanor where employees are encouraged to bring their own thoughts for a better resolution and the roles in place are adjusted when needed (Daft, 2016). This creates a culture of collaboration and allows all employees to feel that they are needed. Meanwhile in a performance dominated organization, the tasks are more specialized and there are more sets of rules or regulations to follow (Daft, 2016).
2. What are some differences that one might anticipate among the expectations of stakeholder for a nonprofit organization versus a for-profit business? Do you believe nonprofit managers have to pay more attention to s ...
Respond to each peer initial post with a response about 3-4 sentence.docx
Respond to each peer initial post with a response about 3-4 sentences long.
Peer #1
Strategic planning guarantees that an organization stays important and receptive to the requirements of its locale and adds to organizational dependability and growth. It gives a premise to checking progress and for evaluating results and effect. It encourages new program improvement. Strategic planning empowers an organization to investigate the future in a methodical and precise way. From an administrative point of view, it’s planning empowers a Board to set arrangements and objectives to control the organization and gives a reasonable concentration to the Executive Director and staff for program usage and office administration. Most organizations comprehend the requirement for yearly program destinations and a program-centered work plan. Funders require them, and they give a premise to setting needs, arranging work, and evaluating progress. A developing number of Hispanic community-based organizations go past funder necessities to create yearly goals and working plans which additionally incorporate a deliberate plan for asset improvement, organizational advancement, and again Board advancement. Most gatherings think that it’s useful to characterize targets for a year span, and to outline techniques and projects to meet them (Bryson, 1995).
Non-profit Organization strategic planning is required by all substances towards making progress. Most organizations devise their own particular strategic plan, a report that expresses an organization’s objectives and targets, the fundamental advances and moves to achieve those objectives and other critical components that are produced in the midst of planning. The strategic plan basically centers around the future and recommends measures that an organization must take to accomplish its objectives. Strategic planning additionally helps in setting up simultaneousness around the coveted consequences of the predetermined targets. It coordinates an organization towards its objectives and surveys and modifies the general course of the organization in light of evolving conditions. It channels the issues that forestall organizational growth, and advance and recommends reasonable measures and ventures in amending these issues (Bryson, 1988).
A powerful strategic plan is a consequence of trained endeavors which at last characterize an organization, shapes and aides its exercises and capacities, orders its administrations and the purpose for its capacities and administration alongside a solid spotlight on what's to come. It imparts the general trip of an organization, the important activities that should have been taken for its growth and improvement and furthermore the routes by which it will survey its encouraging and assess its accomplishments. Through a system plan, NGOs can have smart thought and comprehension about its qualities and limits, shortcomings and issues and also assets. In this procedure, they can likewise ...
What is organizational development
The college project it's helps to understand Organizational Development in full details how it is done, why do we need ? and how to do it.
1Patrick,Your paper did an adequate job of addressing the
1
Patrick,
Your paper did an adequate job of addressing the required elements of the assignment, but there was some room for improvement. For example, you needed to construct a timeline of the evolution of strategic mamangment. This element is missing from your submission. You completed some required parts of the assignment, demonstrated some understanding of materials, the writing was difficult to understand and unscholarly, and had several errors in grammar, mechanics, and APA formatting. Please open the paper I returned with your grade and review all of my margin comments. Do not hesitate to contact me with any questions or concerns.
Final score: 7 of 10
Dr. Ian B. Cole
Strategic Management
Emmanuel, P PUB-7021
North Central University
Dr. Ian, Cole
4/9/2021
Strategic Management
Strategic management involves strategizing public organizations by coming up with series of formulation and planning's that can help the public view
. Better policies that will enable one to achieve the goals are an excellent example of strategic management. Strategic management allows individuals to plan; however, it gives the individuals the aspirations and brings a sense of motivation and self-drive toward goals. Policymakers in the 21st century wanted to end struggles and be confronted with myriad challenges (Makadok, Burton, & Barney, 2018). They confronted and wanted to get effective ways of solving the challenges that had been experienced before
Strategic management is essential in the public sector; strategic management gives expansion and growth at large. The public gets to learn and understand the management well so as for better performance and growth. Every organization must have a vision and goals to achieve; however, carrying out duties without the goal can lead to redundancy (Trigeorgis& Reuer, 2017). An organization has to be clear on what to be done and not to be done. Any organization's success is seen when strategic management is put in place and proper measures are strictly adhered to (Barbosa, Castañeda-Ayarza, & Ferreira, 2020). The administration will be ready to tackle any problem arising without fear.
The organization will have its effectiveness increase, and no threats will be encountered, therefore as far as strategic management is concerned (Zachary, 2013). Management assures an organization for a long-term existence; it provides a framework to the organization as it enables every worker to adhere to an organization's rules.
It gives a direction to an organization hence ensuring that threats are dealt with at the immediate effect. The organization must know the things that might negatively impact the organization, and by using strategic management, everything will be put in place (Zachary, 2013).
The learning should continue in an organization; however, the organization must organize and develop training and reward those workers doing great jobs. This will reduce internal threats and ensure that a peaceful environmen ...
Organization and Management
The Nature of Organization and Management; Structural elements of Management;Management Functions; O and M in Public Sector; O and M Techniques;
BBA 2026, Organizational Communication 1 Course Learn.docx
BBA 2026, Organizational Communication 1
Course Learning Outcomes for Unit I
Upon completion of this unit, students should be able to:
2. Apply elements of the organizational communication process to enhance organizational
communication events.
2.1 Identify the categories of communication competencies.
2.2 Classify elements of the organizational communication process.
2.3 Categorize factors that define the communications eras.
4. Formulate effective strategies in overcoming real or perceived communication barriers within an
organization.
4.1 Discuss the effect that shared meaning has on organizational communication interactions.
6. Interpret nonverbal communication practices within an organization.
6.1 Identify the role of nonverbal communication as it relates to creating shared meaning
between speak and receiver.
Reading Assignment
Chapter 1:
Organizational Communication: A Competency-Based Approach
Click here to access the Chapter 1 Presentation.
Click here to access a PDF version of the Chapter 1 Presentation.
In order to access the resources below, you must first log into the myCSU Student Portal and access the
Business Source Complete database within the CSU Online Library.
Emanoil, M., Ramona, T., & Lucia, F. (2013). Efficient organizational communication - A key to success.
Studies in Business & Economics, 8(2), 74-78.
Gentry, W. A., & Kuhnert, K. W. (2007). Sending signals: Nonverbal communication can speak volumes.
Leadership in Action, 27(5), 3-7
Lucas, E. (2009). Check the label. Professional Manager, 18(6), 22-25.
Tracy, B. (2014). Getting your ideas across. Supervision, 75(5), 14-16.
Unit Lesson
“No man is an island unto himself” is a saying that holds true in the study of organizational communication.
Think about the organizations in which people operate—businesses, civic groups, military, professional clubs,
religious organizations, and family units. No matter a person’s role, there will be a need to connect with others
to accomplish certain tasks and goals. In this unit, a foundation for understanding organizational
communication is laid by introducing the communication process and fundamental concepts that will be built
on throughout the course.
UNIT I STUDY GUIDE
Building a Solid Foundation for
Organizational Communication
https://online.columbiasouthern.edu/CSU_Content/Courses/Business/BBA/BBA2026/14H/Chapter1_Presentation.ppsx
https://online.columbiasouthern.edu/CSU_Content/Courses/Business/BBA/BBA2026/14H/Chapter1_Presentation.pdf
BBA 2026, Organizational Communication 2
UNIT x STUDY GUIDE
Title
Organizational Communication
Creating shared meaning is a result of effectively communicating with others (Shockley-Zalabak, 2015).
Organizational communication can be understood as the interactions required in directing a group toward a
common goal (Eisenberg, Goodall, & Trethewey, 2014). Those who can connect with others to creat ...
Running Head ORGANIZATIONAL STRUCTURES 1ORGANIZATION STRUCTURE.docx
Running Head: ORGANIZATIONAL STRUCTURES 1
ORGANIZATION STRUCTURES 2
Organizational Structures
Amise Jean Francois
MAN3046
Professor Dr. Tom Rath
Florida SouthWestern State College
January 25, 2018
Organizational Structures
Organizational Structures refer to how tasks are allocated, coordinated, and supervised; and are meant to facilitate orderliness and enforce procedures. This has the consequence of enhancing efficiency; and efficiency in this case is defined by comprehensibility and cost-effectiveness. The cost has such categories as time, financial, and labor (Nardia, Dowin, & Walker, 2015). Since firms and teams alike do not wish to spend beyond certain limits, there are trade-offs to balance. For instance, does the team cut on the time by increasing the cost in order to achieve as per the already defined scope? Could the scope be downgraded to enable the team to save on the costs? These are some of the questions and issues, which have to be addressed by the stakeholders (Dyogo, Maurício, & Emerson, 2017).Organizing and Implementing Fundraisers
In most cases, fundraisers are organized after other options have been considered and determined to be unworkable or inadequate. It, therefore, means that this is mostly a desperate measure; and the process must cost as little as possible since the same financial resources are required to aid the family. Studies have concluded that whenever there are duplicated roles or imprecise systems, success becomes elusive. This is why it is common to find firms under new management endeavoring to undergo reorganization, and the whole idea is to enhance their efficiency (Smith, 2014).
When researchers talk about efficiency, they are referring to the ways and means of eliminating or mitigating wastefulness. Businesses have identified three major types of wastes, and they do apply such a case as fundraisers for needy families. They include Muda, Muri, and Mura. Muda in this case would refer to engaging in an exercise that is futile. It is synonymous to investing in an activity for which no gains can be achieved. The organizers have to know the kind of well-wishers they are targeting, and if they are reliable. Otherwise, the entire activity would be wasteful in the sense that it would be yielding little or nothing at all (Dyogo et al., 2017).
Muri refers to the act of engaging in an activity for which they have little or no powers to achieve. For instance, if the organizers plan to broadcast adverts on TV, they need to be sure that they have the resources to do this and that the potential gains outweigh the cost. Excessiveness would be judged as wastefulness since there is a point beyond which no marginal utility is determinable. The idea is that adverts or any other activity directed towards the occasion ought to be moderate and have their value ascertained (Nardia et al., 2015).
In business, Mura refers to unevenness. For example, when the message that the internal stakeholders send to the outside ...
6.[61 68]impact of organizational culture on coworker support
This document analyzes the impact of organizational culture on coworker support. It develops a conceptual model showing that organizational culture is influenced by factors like trust, coordination among teams, knowledge sharing, and training. These factors significantly impact coworker support within an organizational culture. The document reviews literature on organizational culture and coworker support, and defines key aspects like trustworthiness, social exchange, and knowledge sharing culture that can shape organizational culture and coworker support.
6.[61 68]impact of organizational culture on coworker support
This document analyzes the impact of organizational culture on coworker support. It develops a conceptual model showing that organizational culture is influenced by factors like trust, coordination among teams, knowledge sharing, and training. These factors significantly impact coworker support within an organizational culture. The document reviews literature on organizational culture and coworker support, and defines key aspects like trustworthiness, social exchange, and knowledge sharing culture that can shape organizational culture and coworker support.
11.impact of organizational culture on coworker support
This document analyzes the impact of organizational culture on coworker support. It develops a conceptual model showing that organizational culture is influenced by several key factors, including trust, coordination among teams, knowledge sharing, and training. These factors are said to considerably control the level of coworker support within an organizational culture. The document reviews previous studies on organizational culture, coworker support, knowledge sharing, trust, and other related topics to justify and support the proposed conceptual model.
Due Wedneday 900 pm New York TimeBenefits and Limitations of St.docx
Due Wedneday 9:00 pm New York Time
Benefits and Limitations of Strategic Planning
1-2 Page APA Format References from Provided Resource PDFs.
Although the strategic planning process can have numerous benefits for organizations, the process also has its limitations. As organizations determine the most effective methods to accomplish their goals and measure their growth and progress, they may experience setbacks or encounter new issues that cannot be solved with strategic planning. In this Discussion, you examine ethical, financial, and cultural benefits and limitations of organizational strategic planning.
THE ASSIGNMENT
Due by Wednesday
9pm New York
an explanation of ethical, financial, and cultural benefits and limitations of organizational strategic planning. Include how ever-changing stakeholders might impact the strategic plan.
References
(
Resource Pdfs Included & Must be
used
Properly quoted in Paper
)
Bryson, J. M. (2011).
Strategic planning for public and nonprofit organizations: A guide to strengthening and sustaining organizational achievement
(4th ed.). San Francisco, CA: Jossey-Bass.
Chapter 11, “Leadership Roles in Making Strategic Planning Work” (pp. 355–382)
This chapter examines the importance of effective leadership within an organization. It also explores leadership roles in the strategic planning process.
Resource D, “Using Action-Oriented Strategy Mapping to Identify Strategic Issues and Formulate Effective Strategies” (pp. 469–491)
This resource explores the action-oriented strategy mapping process, including its purpose and guidelines for use.
.
Due Wedneday 900 pm New York TimeBenefits and Limitations.docx
Due Wedneday 9:00 pm New York Time
Benefits and Limitations of Strategic Planning
1-2 Page APA Format References from Provided Resource PDFs.
Although the strategic planning process can have numerous benefits for organizations, the process also has its limitations. As organizations determine the most effective methods to accomplish their goals and measure their growth and progress, they may experience setbacks or encounter new issues that cannot be solved with strategic planning. In this Discussion, you examine ethical, financial, and cultural benefits and limitations of organizational strategic planning.
THE ASSIGNMENT
Due by Wednesday
9pm New York
an explanation of ethical, financial, and cultural benefits and limitations of organizational strategic planning. Include how ever-changing stakeholders might impact the strategic plan.
References
(
Resource Pdfs Included & Must be
used
Properly quoted in Paper
)
Bryson, J. M. (2011).
Strategic planning for public and nonprofit organizations: A guide to strengthening and sustaining organizational achievement
(4th ed.). San Francisco, CA: Jossey-Bass.
Chapter 11, “Leadership Roles in Making Strategic Planning Work” (pp. 355–382)
This chapter examines the importance of effective leadership within an organization. It also explores leadership roles in the strategic planning process.
Resource D, “Using Action-Oriented Strategy Mapping to Identify Strategic Issues and Formulate Effective Strategies” (pp. 469–491)
This resource explores the action-oriented strategy mapping process, including its purpose and guidelines for use.
Attachments:
chapter_11_strategic_planning_for_public_and_nonprofit_organizations_bryson.pdf
resource_d_using_action-oriented_strategy_mapping_to_identify_strategic_issues_and_formulate_effective_strategies.pdf
.
Assignment 1Assessing Group Process 4 Group Project GoalsAs .docx
Assignment 1:
Assessing Group Process 4: Group Project Goals
As a clinical social worker, evaluating the effectiveness of clinical strategies is an expectation of the NASW Code of Ethics (2017). Sometimes, clinical strategies and techniques that are effective in one setting may not work in another situation. It is important to understand what works and what doesn’t.
Also, self-assessment is an integral part of becoming a clinical social worker.
Make sure each question is outlines with the questions below, with their own references and in-text citations, and in their own separate sections in the order below.:
· Describe the strategy (assigned in Week 7) you implemented in your Group Project (in attachments).
· Describe the process and the level of difficulty/comfort you found in doing this Assignment. (Assignment was hard due to team members being really busy and having time to communicate on the project)
· Explain how this strategy may or may not have empowered or supported the group.
· Describe the progress of the group in completing the project/goal. (Group came together at the end was able to bring all their drafts into a compilation for edit and have a finished project. (Final Project is in attachments)
· At this point, the literature review and the advantages and disadvantages should be complete.
Group Process Assignments should integrate course concepts related to group process. Assignments should demonstrate critical thought when applying course material to your group experience. Support ideas in your Assignment with APA citations from this week's required resource (in attachments).
Required Resource (In attachments). Every other reference should be from 2013-2019.
Proudlock, S., & Wellman, N. (2011).
Solution
-focused groups: The results look promising. Counselling Psychology Review, 26(3), 45–55.
Assignment 2:
Putting Social Advocacy Skills into Action
Writing a proposal that functions as a focus of change is a significant part of being a social worker/policy advocate. This is your opportunity to use your advocacy skills to change and improve the lives of others.
In this Assignment, you write a proposal for some form of social advocacy that will seek to change a social, organizational, or legislative policy. The proposal may also involve advocacy for the amelioration of a social problem. The purpose of this assignment is to thoughtfully and thoroughly plan how you will advocate changing a social problem or policy that is of interest to you.
The policy practice/advocacy can take whatever form you wish and can be on any level: agency, community, state, or federal. You will submit a prospectus (3–4 pages) that describes the problem that is being addressed and the expected advocacy activities.
By Day 7
Submit your assignment.
Make sure that each question below is outlined separately with their own in-text citation and references. Be specific when describing the social problem or policy you would like to change and address the .
I need help with preparing a web post and 3 responses. Post and resp
I need help with preparing a web post and 3 responses. Post and responses are explained below:
Write a web post on Designing Team and Team Identity:
Part 1:
Think about how to build teams in terms of designing the task, selecting the people, and then, managing their relationships. How would compose a team for completing a course/work project in terms of the three dimensions listed above. How would you incorporate diversity in designing a team?
Part 2:
Discuss team identity. Why do you feel attached to certain groups and teams but not to others?
Important point about web post:
- Provide the references (at least 2) in your responses.
- Your post should be at least 450 words long.
Respond to following 3 postings. Responses should be 170 words with references.
Post 1:
1) Think about how to build teams in terms of designing the task, selecting the people, and then, managing their relationships. How would you compose a team for completing a course/work project in terms of the three dimensions listed above. How would you incorporate diversity in designing a team?
Building a team for a course/work project is very crucial for the success of the project and relies heavily on analyzing the goals of the project that you need to accomplish. Some of the main characteristics that are required to build a good team include:
· Stating the purpose of the project
· Charting out specific roles that can be assigned to the team members
· A leadership that is acceptable to the whole team
· Effective and seamless processes to avoid any bottle-necks in operations and communication
· Healthy relationships between the members of the team
Understanding the meaning and purpose of building teams gives us a good starting point on how to compose a team for your project (Drolet, 2004). The main purpose of group is to accomplish the set objectives for a project in the most efficient way possible. I would choose a team that consists of members that have particular skillsets that align to the necessary objectives that are to be accomplished to have a successful finish. Another important task is to elect a leadership that is both competent in carrying out the responsibility and also be acceptable to the team to follow the directions of the leader. The last and most important aspect is to manage operations in a way that all the team members feel inclusive, realize their responsibility and always stay motivated to work in the best interests of the team towards the completion of the project (Harvey, 2004). While building the team, I would consider all the above characteristics in mind and to incorporate the right diversity, I would choose talent and hard work as a key factor that aligns with the interests of the project to accomplish the set goals in the most efficient way possible.
2) Discuss team identity. Why do you feel attached to certain groups and teams but not to others?
Team identity may be defined ...
Review Gasping for Breath The Administrative Flaws of Federal Haza.docx
Review “Gasping for Breath: The Administrative Flaws of Federal Hazardous Air Pollution Regulation and What We Can Learn from the States” by Victor Flatt from the Unit VII Reading Assignment (read only pp. 112-115 of Gasping for Breath). Provide a critique on the flaws within U.S air pollution regulations and how states can play a positive role. Your response must be at least 800 words in length. All sources used, including the article, must be referenced. Paraphrased and/or quoted materials must have accompanying in-text citations and references in APA format.
.
Review summary of Preconception Gender Selection” by Dr. John Ro.docx
Review summary of “Preconception Gender Selection” by Dr. John Robertson. Offer 2 arguments in
favor, and 2 opposed, brief and concise. Also a summary statement
of your position/opinion
http://www.who.int/genomics/gender/en/
I need 2 assignments one for me and the other one for my friend 3 pages for each
.
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Running head CHANGE MANAGEMENT 1CHANGE MANAGEMENT 2.docx
Running head: CHANGE MANAGEMENT
1
CHANGE MANAGEMENT
2
Change Management
Tiffine C. Bourland
Business 4802
09/02/16
Change Management
Organizational management encounters changes in daily basis, and the appropriate method of managing such changes must be adopted to ensure business continuity and that none of the employees is affected adversely by the change implemented. In managing teams, as a leader, some of the strategies to follow when implementing changes include such as the proper ways of addressing conflict when conducting Team Learning. This process of Team Learning entails aspects of ensuring that every member of the team participates and engages in the team’s activities effectively. The best exercise that was involved in Team Learning in acquiring the most out of the team was team building. This involved various activities that saw the different members engaging and participating together, since most of the activities held in team building required togetherness and unity (Lawrence, 2015).
In management, a way to ensure that each member of the fraternity is involved in an activity is necessary (Change Management Institute, 2013). This will ensure that unity is maintained within the given organization, for a positive change and development for better productivity. Most of the members reacted positively after the activity, with enhanced and positive attitudes towards the management and the entire change that was to be introduced. During the activity, some of the actions that most members engaged in were unplanned, in that they had to switch to the given activities when they were introduced. This fosters a quick adoption of a change within an organization, and ensures a warm reception of a positive change. In the planned activities, some members resorted to handling them with routine methods, while others sought different perspectives. This enhances creativity in solving problems and handling challenges within an organization.
References
Change Management Institute. (2013). The effective change manager: The change management body of knowledge.
Lawrence, P. R. (2015). Leading change: How successful leaders approach change management.
Running head: CHANGE MANAGEMENT
1
CHANGE MANAGEMENT
2
Change Management
Tiffine C. Bourland
Business 4802
08/26/16
Change Management
Ground rules are essential for most teams’ success, however; those that do not use the ground rules successfully, in most cases fail in the long run (Workman, 2004). Organizations need to use ground rules consistently to help them make better decisions and implement the decisions to increase the satisfaction of tem members. The guidelines or ground rules for viable groups portray particular practices that enhance how individuals cooperate. They give more direction than procedural guidelines, for example, “Put your mobile phones on vibrate” and “Begin on time, end on time,” or moderately dynamic ground rules, for example, “Approach e ...
Building the Future HR’s Role in Organizational DesignB.docx
Building the Future: HR’s Role
in Organizational Design
By Steve Weingarden, Ph.D.
STRATEGIC HR MANAGEMENT
STUDENT WORKBOOK
Project team
Author: Steve Weingarden, Ph.D.
SHR M project contributor: Bill Schaefer, SPHR, CEBS
External contributor: Sharon H. Leonard
Copy editing: Katya Scanlan, copy editor
Design: Jihee Lombardi, senior design specialist
© 2011 Society for Human Resource Management. Steve Weingarden, Ph.D.
For more information, please contact:
SHR M Academic Initiatives
1800 Duke Street, Alexandria, VA 22314, USA
Phone: (800) 283-7476 Fax: (703) 535-6432
11-0100-SW
© 2011 Society for Human Resource Management. Steve Weingarden, Ph.D. 1
This case study provides a history and overview of organizational design (OD). You
will use the information in the overview to complete an exercise as a hypothetical
organizational design consultant working with a real company of their choice.
You will read about the defi nition and purpose of organizational design, methods
of measurement, six models of organizational structure and two models on how to
apply organizational structure principles.
This case provides an overview of organizational design and includes a scenario-
based structured exercise. It is intended for advanced undergraduate students.
Students studying human resources (HR) will likely benefi t most, but general
business students should gain insight from the module, particularly regarding the
role of HR in organizational design.
LearNING oBjectIVeS
You will participate in a structured exercise about organizational design, learning
overarching principles and critically applying those principles to a hypothetical
consulting situation. At the end of the case, you will be able to:
1. Identify how organizations gain sustainable competitive advantage through
human capital strategies such as organizational design.
2. Describe HR’s role in developing human capital strategies and HR’s effect on an
organization’s success.
3. Apply an organizational design consulting model to an organization.
Case Overview
2 © 2011 Society for Human Resource Management. Steve Weingarden, Ph.D.
Read this section before attempting the structured exercise.
DeFINItIoN aND PUrPoSe oF orGaNIZatIoNaL DeSIGN
Organizations are composed of deliberately selected and deselected people who
coordinate their efforts toward a specifi c goal (Etzioni, 1964). The ultimate purpose
of an organization is to achieve a specifi c goal or mission. The people selected
(whether self-selected or chosen) and deselected are signifi cant in some manner that
helps the organization achieve the desired goal.
Organizational design centers on the organization’s human resource needs to
achieve the organization’s specifi c goal. Organizational design answers the question,
“What is the best organizational structure?” and has two objectives:
1. To facilitate the fl ow of information within the organization.
2. To integrate organizational be.
Final Assignment APA
This document provides an overview of leadership approaches and strategies for addressing youth violence. It discusses that youth violence prevention requires a flexible approach that addresses behavioral, environmental, and social factors. Public sector leaders must function as change agents in developing and implementing collaborative strategies. The document reviews theories of charismatic, transformational, and servant leadership and their focus on empowering followers, envisioning change, and prioritizing followers' needs and interests to motivate them. Trust and open communication between leaders and stakeholders are essential for effective collaboration on complex issues like youth violence.
Mathematical Model to Predict Leader Self-Awareness and Effective Conflict Ma...
Mathematical Model to Predict Leader Self-Awareness and Effective Conflict Ma...Triple A Research Journal
This document presents a mathematical model to predict leader self-awareness and effective conflict management in manufacturing companies. It begins with an abstract that outlines the study's objectives to evaluate self-awareness and conflict management and their impact on collaboration and communication. The introduction then provides background on the importance of emotional intelligence competencies like self-awareness for organizational success. The literature review discusses theories of emotional intelligence, increased collaboration, leader self-awareness, improved communication, and their relationships. The study aims to examine how self-awareness influences increased collaboration and improved communication using a mathematical model. It presents the model development and discusses variables. The goal is to monitor leader self-awareness and evaluate effective conflict management to enhance communication between customersStrategic planning
This document discusses strategic planning for social work organizations. It defines strategic planning as a disciplined process to determine an organization's future direction and how to achieve that future. The document outlines the benefits of strategic planning, such as improving performance and decision making. It also discusses criticisms that the process is time-consuming or plans become obsolete. The rest of the document details the key steps in designing a strategic planning process, including clarifying the mission, analyzing strengths/weaknesses and opportunities/threats, identifying strategic issues, and developing and implementing a strategic plan.
Discussion Identifying and Engaging Stakeholders for Strategic Plan.docx
Discussion: Identifying and Engaging Stakeholders for Strategic Planning
Stakeholders can facilitate the success, or failure, of a strategic plan.
Identifying internal and external stakeholders and building productive relationships should be an intentional and well-conceived part of the strategic planning process. As a nurse leader-manager involved in strategic planning, it is important that you consider who could be impacted by a proposed change and how the change may affect individuals’ roles, responsibilities, and relationships. It is also essential to think about which stakeholders may be able to offer expertise, capital, and/or sway to help exercise the strategic plan and generate buy-in.
In this Discussion, you identify stakeholders who can assist with carrying forward a strategic plan.
Your Instructor has assigned you to a small group for this Discussion. Craft your stakeholder description independently; through the collegial exchange that follows, you will offer each other suggestions for refinement. As in Weeks 2 and 3, use this small group Discussion to delve deeply into the concepts being presented as they are foundational to this course.
To prepare:
Reflect on a planned change effort you have experienced.
Consider the following questions:
How do you think stakeholder involvement may have impacted the outcome of this planned change?
Were the right stakeholders involved? Did the stakeholders help to carry out the plan as needed?
Should other stakeholders have been engaged? If so, how could relationships with additional stakeholders have been cultivated to better support the plan?
How does reflecting on this instance of planned change inform your perspective on what is needed to engage stakeholders to successfully promote other strategic changes?
Review the Mountain View Health Center case study, and reflect on the focus of your postings in the Week 2 Discussion 2 and the Week 3 Discussion.
Conduct additional research as necessary to strengthen your understanding of the process of involving stakeholders in strategic planning and to deepen your thinking about the organization. For instance, you may research organizations with similarities to Mountain View, and examine information related to stakeholder involvement.
Consider the following questions:
Which internal and external stakeholders should be involved in strategic planning related to this case study?
What assets and/or perspectives would each of these stakeholders offer to the process?
What role would each potential stakeholder play in helping to move forward a strategic plan?
When and how should the stakeholders become involved?
How would you cultivate relationships with these stakeholders to produce the best possible results?
How would the appropriate selection of stakeholders and their involvement promote the likelihood of successful adoption and implementation of a strategic plan?
Post a description of internal and external stakeholders who should be involved in stra.
Running Head Discussion Board #11Discussion Board.docx
Running Head: Discussion Board #1 1
Discussion Board #1
Sarah Swift
Discussion Board #1 2
1. Why is shared information so important in a learning organization in comparison to an efficient performance organization? Discuss how an organization’s approach to sharing information may be related to other elements of organization design such as: structure, tasks, strategy, and culture.
The primary function of an organization is said to be “the coordination of people and resources to collectively accomplish desired goals” (Daft, 2016, p 13). As an organization requires the collaboration amongst the people that formulate the entity, there develops a need for shared information. This concept of shared information is however more accepted within a learning organization rather than a performance organization (Daft, 2016). Shared information reflects a dynamic that encourages the interaction with one another to solve problems and innovate new ideas which can be seen as the characteristic that drives the mentality of a learning organization (Daft, 2016). In contrast to this, a performance organization places their focus more so in the efficiency of their business (Daft, 2016).
The elements of these types of organizations are reflected within their design as well. Learning organizations tend to use a decentralized structure approach where the authority of decision making, implementation, and innovation is shared amongst many employees in the organization even those considered in a lower level position (Tata & Prasad, 2004). This creates a flow of shared information. Those however in an efficient performance environment are impacted by a centralized structure. This type of structure allows for the authority to remain with fewer individuals which tend to be those that are in the top levels of the organization (Tata
Discussion Board #1 3
& Prasad, 2004). A centralized structure brings with it a hierarchical system where those at the higher levels engage in problem resolution and create policies while instructing those that are below them to implement these policies (Tata & Prasad, 2004). This set up discourages the collaboration amongst all employees.
The type of organization, also plays into the type of tasks given and the culture of the business. A learning organization develops more of a role oriented demeanor where employees are encouraged to bring their own thoughts for a better resolution and the roles in place are adjusted when needed (Daft, 2016). This creates a culture of collaboration and allows all employees to feel that they are needed. Meanwhile in a performance dominated organization, the tasks are more specialized and there are more sets of rules or regulations to follow (Daft, 2016).
2. What are some differences that one might anticipate among the expectations of stakeholder for a nonprofit organization versus a for-profit business? Do you believe nonprofit managers have to pay more attention to s ...
Respond to each peer initial post with a response about 3-4 sentence.docx
Respond to each peer initial post with a response about 3-4 sentences long.
Peer #1
Strategic planning guarantees that an organization stays important and receptive to the requirements of its locale and adds to organizational dependability and growth. It gives a premise to checking progress and for evaluating results and effect. It encourages new program improvement. Strategic planning empowers an organization to investigate the future in a methodical and precise way. From an administrative point of view, it’s planning empowers a Board to set arrangements and objectives to control the organization and gives a reasonable concentration to the Executive Director and staff for program usage and office administration. Most organizations comprehend the requirement for yearly program destinations and a program-centered work plan. Funders require them, and they give a premise to setting needs, arranging work, and evaluating progress. A developing number of Hispanic community-based organizations go past funder necessities to create yearly goals and working plans which additionally incorporate a deliberate plan for asset improvement, organizational advancement, and again Board advancement. Most gatherings think that it’s useful to characterize targets for a year span, and to outline techniques and projects to meet them (Bryson, 1995).
Non-profit Organization strategic planning is required by all substances towards making progress. Most organizations devise their own particular strategic plan, a report that expresses an organization’s objectives and targets, the fundamental advances and moves to achieve those objectives and other critical components that are produced in the midst of planning. The strategic plan basically centers around the future and recommends measures that an organization must take to accomplish its objectives. Strategic planning additionally helps in setting up simultaneousness around the coveted consequences of the predetermined targets. It coordinates an organization towards its objectives and surveys and modifies the general course of the organization in light of evolving conditions. It channels the issues that forestall organizational growth, and advance and recommends reasonable measures and ventures in amending these issues (Bryson, 1988).
A powerful strategic plan is a consequence of trained endeavors which at last characterize an organization, shapes and aides its exercises and capacities, orders its administrations and the purpose for its capacities and administration alongside a solid spotlight on what's to come. It imparts the general trip of an organization, the important activities that should have been taken for its growth and improvement and furthermore the routes by which it will survey its encouraging and assess its accomplishments. Through a system plan, NGOs can have smart thought and comprehension about its qualities and limits, shortcomings and issues and also assets. In this procedure, they can likewise ...
What is organizational development
The college project it's helps to understand Organizational Development in full details how it is done, why do we need ? and how to do it.
1Patrick,Your paper did an adequate job of addressing the
1
Patrick,
Your paper did an adequate job of addressing the required elements of the assignment, but there was some room for improvement. For example, you needed to construct a timeline of the evolution of strategic mamangment. This element is missing from your submission. You completed some required parts of the assignment, demonstrated some understanding of materials, the writing was difficult to understand and unscholarly, and had several errors in grammar, mechanics, and APA formatting. Please open the paper I returned with your grade and review all of my margin comments. Do not hesitate to contact me with any questions or concerns.
Final score: 7 of 10
Dr. Ian B. Cole
Strategic Management
Emmanuel, P PUB-7021
North Central University
Dr. Ian, Cole
4/9/2021
Strategic Management
Strategic management involves strategizing public organizations by coming up with series of formulation and planning's that can help the public view
. Better policies that will enable one to achieve the goals are an excellent example of strategic management. Strategic management allows individuals to plan; however, it gives the individuals the aspirations and brings a sense of motivation and self-drive toward goals. Policymakers in the 21st century wanted to end struggles and be confronted with myriad challenges (Makadok, Burton, & Barney, 2018). They confronted and wanted to get effective ways of solving the challenges that had been experienced before
Strategic management is essential in the public sector; strategic management gives expansion and growth at large. The public gets to learn and understand the management well so as for better performance and growth. Every organization must have a vision and goals to achieve; however, carrying out duties without the goal can lead to redundancy (Trigeorgis& Reuer, 2017). An organization has to be clear on what to be done and not to be done. Any organization's success is seen when strategic management is put in place and proper measures are strictly adhered to (Barbosa, Castañeda-Ayarza, & Ferreira, 2020). The administration will be ready to tackle any problem arising without fear.
The organization will have its effectiveness increase, and no threats will be encountered, therefore as far as strategic management is concerned (Zachary, 2013). Management assures an organization for a long-term existence; it provides a framework to the organization as it enables every worker to adhere to an organization's rules.
It gives a direction to an organization hence ensuring that threats are dealt with at the immediate effect. The organization must know the things that might negatively impact the organization, and by using strategic management, everything will be put in place (Zachary, 2013).
The learning should continue in an organization; however, the organization must organize and develop training and reward those workers doing great jobs. This will reduce internal threats and ensure that a peaceful environmen ...
Organization and Management
The Nature of Organization and Management; Structural elements of Management;Management Functions; O and M in Public Sector; O and M Techniques;
BBA 2026, Organizational Communication 1 Course Learn.docx
BBA 2026, Organizational Communication 1
Course Learning Outcomes for Unit I
Upon completion of this unit, students should be able to:
2. Apply elements of the organizational communication process to enhance organizational
communication events.
2.1 Identify the categories of communication competencies.
2.2 Classify elements of the organizational communication process.
2.3 Categorize factors that define the communications eras.
4. Formulate effective strategies in overcoming real or perceived communication barriers within an
organization.
4.1 Discuss the effect that shared meaning has on organizational communication interactions.
6. Interpret nonverbal communication practices within an organization.
6.1 Identify the role of nonverbal communication as it relates to creating shared meaning
between speak and receiver.
Reading Assignment
Chapter 1:
Organizational Communication: A Competency-Based Approach
Click here to access the Chapter 1 Presentation.
Click here to access a PDF version of the Chapter 1 Presentation.
In order to access the resources below, you must first log into the myCSU Student Portal and access the
Business Source Complete database within the CSU Online Library.
Emanoil, M., Ramona, T., & Lucia, F. (2013). Efficient organizational communication - A key to success.
Studies in Business & Economics, 8(2), 74-78.
Gentry, W. A., & Kuhnert, K. W. (2007). Sending signals: Nonverbal communication can speak volumes.
Leadership in Action, 27(5), 3-7
Lucas, E. (2009). Check the label. Professional Manager, 18(6), 22-25.
Tracy, B. (2014). Getting your ideas across. Supervision, 75(5), 14-16.
Unit Lesson
“No man is an island unto himself” is a saying that holds true in the study of organizational communication.
Think about the organizations in which people operate—businesses, civic groups, military, professional clubs,
religious organizations, and family units. No matter a person’s role, there will be a need to connect with others
to accomplish certain tasks and goals. In this unit, a foundation for understanding organizational
communication is laid by introducing the communication process and fundamental concepts that will be built
on throughout the course.
UNIT I STUDY GUIDE
Building a Solid Foundation for
Organizational Communication
https://online.columbiasouthern.edu/CSU_Content/Courses/Business/BBA/BBA2026/14H/Chapter1_Presentation.ppsx
https://online.columbiasouthern.edu/CSU_Content/Courses/Business/BBA/BBA2026/14H/Chapter1_Presentation.pdf
BBA 2026, Organizational Communication 2
UNIT x STUDY GUIDE
Title
Organizational Communication
Creating shared meaning is a result of effectively communicating with others (Shockley-Zalabak, 2015).
Organizational communication can be understood as the interactions required in directing a group toward a
common goal (Eisenberg, Goodall, & Trethewey, 2014). Those who can connect with others to creat ...
Running Head ORGANIZATIONAL STRUCTURES 1ORGANIZATION STRUCTURE.docx
Running Head: ORGANIZATIONAL STRUCTURES 1
ORGANIZATION STRUCTURES 2
Organizational Structures
Amise Jean Francois
MAN3046
Professor Dr. Tom Rath
Florida SouthWestern State College
January 25, 2018
Organizational Structures
Organizational Structures refer to how tasks are allocated, coordinated, and supervised; and are meant to facilitate orderliness and enforce procedures. This has the consequence of enhancing efficiency; and efficiency in this case is defined by comprehensibility and cost-effectiveness. The cost has such categories as time, financial, and labor (Nardia, Dowin, & Walker, 2015). Since firms and teams alike do not wish to spend beyond certain limits, there are trade-offs to balance. For instance, does the team cut on the time by increasing the cost in order to achieve as per the already defined scope? Could the scope be downgraded to enable the team to save on the costs? These are some of the questions and issues, which have to be addressed by the stakeholders (Dyogo, Maurício, & Emerson, 2017).Organizing and Implementing Fundraisers
In most cases, fundraisers are organized after other options have been considered and determined to be unworkable or inadequate. It, therefore, means that this is mostly a desperate measure; and the process must cost as little as possible since the same financial resources are required to aid the family. Studies have concluded that whenever there are duplicated roles or imprecise systems, success becomes elusive. This is why it is common to find firms under new management endeavoring to undergo reorganization, and the whole idea is to enhance their efficiency (Smith, 2014).
When researchers talk about efficiency, they are referring to the ways and means of eliminating or mitigating wastefulness. Businesses have identified three major types of wastes, and they do apply such a case as fundraisers for needy families. They include Muda, Muri, and Mura. Muda in this case would refer to engaging in an exercise that is futile. It is synonymous to investing in an activity for which no gains can be achieved. The organizers have to know the kind of well-wishers they are targeting, and if they are reliable. Otherwise, the entire activity would be wasteful in the sense that it would be yielding little or nothing at all (Dyogo et al., 2017).
Muri refers to the act of engaging in an activity for which they have little or no powers to achieve. For instance, if the organizers plan to broadcast adverts on TV, they need to be sure that they have the resources to do this and that the potential gains outweigh the cost. Excessiveness would be judged as wastefulness since there is a point beyond which no marginal utility is determinable. The idea is that adverts or any other activity directed towards the occasion ought to be moderate and have their value ascertained (Nardia et al., 2015).
In business, Mura refers to unevenness. For example, when the message that the internal stakeholders send to the outside ...
6.[61 68]impact of organizational culture on coworker support
This document analyzes the impact of organizational culture on coworker support. It develops a conceptual model showing that organizational culture is influenced by factors like trust, coordination among teams, knowledge sharing, and training. These factors significantly impact coworker support within an organizational culture. The document reviews literature on organizational culture and coworker support, and defines key aspects like trustworthiness, social exchange, and knowledge sharing culture that can shape organizational culture and coworker support.
6.[61 68]impact of organizational culture on coworker support
This document analyzes the impact of organizational culture on coworker support. It develops a conceptual model showing that organizational culture is influenced by factors like trust, coordination among teams, knowledge sharing, and training. These factors significantly impact coworker support within an organizational culture. The document reviews literature on organizational culture and coworker support, and defines key aspects like trustworthiness, social exchange, and knowledge sharing culture that can shape organizational culture and coworker support.
11.impact of organizational culture on coworker support
This document analyzes the impact of organizational culture on coworker support. It develops a conceptual model showing that organizational culture is influenced by several key factors, including trust, coordination among teams, knowledge sharing, and training. These factors are said to considerably control the level of coworker support within an organizational culture. The document reviews previous studies on organizational culture, coworker support, knowledge sharing, trust, and other related topics to justify and support the proposed conceptual model.
Due Wedneday 900 pm New York TimeBenefits and Limitations of St.docx
Due Wedneday 9:00 pm New York Time
Benefits and Limitations of Strategic Planning
1-2 Page APA Format References from Provided Resource PDFs.
Although the strategic planning process can have numerous benefits for organizations, the process also has its limitations. As organizations determine the most effective methods to accomplish their goals and measure their growth and progress, they may experience setbacks or encounter new issues that cannot be solved with strategic planning. In this Discussion, you examine ethical, financial, and cultural benefits and limitations of organizational strategic planning.
THE ASSIGNMENT
Due by Wednesday
9pm New York
an explanation of ethical, financial, and cultural benefits and limitations of organizational strategic planning. Include how ever-changing stakeholders might impact the strategic plan.
References
(
Resource Pdfs Included & Must be
used
Properly quoted in Paper
)
Bryson, J. M. (2011).
Strategic planning for public and nonprofit organizations: A guide to strengthening and sustaining organizational achievement
(4th ed.). San Francisco, CA: Jossey-Bass.
Chapter 11, “Leadership Roles in Making Strategic Planning Work” (pp. 355–382)
This chapter examines the importance of effective leadership within an organization. It also explores leadership roles in the strategic planning process.
Resource D, “Using Action-Oriented Strategy Mapping to Identify Strategic Issues and Formulate Effective Strategies” (pp. 469–491)
This resource explores the action-oriented strategy mapping process, including its purpose and guidelines for use.
.
Due Wedneday 900 pm New York TimeBenefits and Limitations.docx
Due Wedneday 9:00 pm New York Time
Benefits and Limitations of Strategic Planning
1-2 Page APA Format References from Provided Resource PDFs.
Although the strategic planning process can have numerous benefits for organizations, the process also has its limitations. As organizations determine the most effective methods to accomplish their goals and measure their growth and progress, they may experience setbacks or encounter new issues that cannot be solved with strategic planning. In this Discussion, you examine ethical, financial, and cultural benefits and limitations of organizational strategic planning.
THE ASSIGNMENT
Due by Wednesday
9pm New York
an explanation of ethical, financial, and cultural benefits and limitations of organizational strategic planning. Include how ever-changing stakeholders might impact the strategic plan.
References
(
Resource Pdfs Included & Must be
used
Properly quoted in Paper
)
Bryson, J. M. (2011).
Strategic planning for public and nonprofit organizations: A guide to strengthening and sustaining organizational achievement
(4th ed.). San Francisco, CA: Jossey-Bass.
Chapter 11, “Leadership Roles in Making Strategic Planning Work” (pp. 355–382)
This chapter examines the importance of effective leadership within an organization. It also explores leadership roles in the strategic planning process.
Resource D, “Using Action-Oriented Strategy Mapping to Identify Strategic Issues and Formulate Effective Strategies” (pp. 469–491)
This resource explores the action-oriented strategy mapping process, including its purpose and guidelines for use.
Attachments:
chapter_11_strategic_planning_for_public_and_nonprofit_organizations_bryson.pdf
resource_d_using_action-oriented_strategy_mapping_to_identify_strategic_issues_and_formulate_effective_strategies.pdf
.
Assignment 1Assessing Group Process 4 Group Project GoalsAs .docx
Assignment 1:
Assessing Group Process 4: Group Project Goals
As a clinical social worker, evaluating the effectiveness of clinical strategies is an expectation of the NASW Code of Ethics (2017). Sometimes, clinical strategies and techniques that are effective in one setting may not work in another situation. It is important to understand what works and what doesn’t.
Also, self-assessment is an integral part of becoming a clinical social worker.
Make sure each question is outlines with the questions below, with their own references and in-text citations, and in their own separate sections in the order below.:
· Describe the strategy (assigned in Week 7) you implemented in your Group Project (in attachments).
· Describe the process and the level of difficulty/comfort you found in doing this Assignment. (Assignment was hard due to team members being really busy and having time to communicate on the project)
· Explain how this strategy may or may not have empowered or supported the group.
· Describe the progress of the group in completing the project/goal. (Group came together at the end was able to bring all their drafts into a compilation for edit and have a finished project. (Final Project is in attachments)
· At this point, the literature review and the advantages and disadvantages should be complete.
Group Process Assignments should integrate course concepts related to group process. Assignments should demonstrate critical thought when applying course material to your group experience. Support ideas in your Assignment with APA citations from this week's required resource (in attachments).
Required Resource (In attachments). Every other reference should be from 2013-2019.
Proudlock, S., & Wellman, N. (2011).
Solution
-focused groups: The results look promising. Counselling Psychology Review, 26(3), 45–55.
Assignment 2:
Putting Social Advocacy Skills into Action
Writing a proposal that functions as a focus of change is a significant part of being a social worker/policy advocate. This is your opportunity to use your advocacy skills to change and improve the lives of others.
In this Assignment, you write a proposal for some form of social advocacy that will seek to change a social, organizational, or legislative policy. The proposal may also involve advocacy for the amelioration of a social problem. The purpose of this assignment is to thoughtfully and thoroughly plan how you will advocate changing a social problem or policy that is of interest to you.
The policy practice/advocacy can take whatever form you wish and can be on any level: agency, community, state, or federal. You will submit a prospectus (3–4 pages) that describes the problem that is being addressed and the expected advocacy activities.
By Day 7
Submit your assignment.
Make sure that each question below is outlined separately with their own in-text citation and references. Be specific when describing the social problem or policy you would like to change and address the .
I need help with preparing a web post and 3 responses. Post and resp
I need help with preparing a web post and 3 responses. Post and responses are explained below:
Write a web post on Designing Team and Team Identity:
Part 1:
Think about how to build teams in terms of designing the task, selecting the people, and then, managing their relationships. How would compose a team for completing a course/work project in terms of the three dimensions listed above. How would you incorporate diversity in designing a team?
Part 2:
Discuss team identity. Why do you feel attached to certain groups and teams but not to others?
Important point about web post:
- Provide the references (at least 2) in your responses.
- Your post should be at least 450 words long.
Respond to following 3 postings. Responses should be 170 words with references.
Post 1:
1) Think about how to build teams in terms of designing the task, selecting the people, and then, managing their relationships. How would you compose a team for completing a course/work project in terms of the three dimensions listed above. How would you incorporate diversity in designing a team?
Building a team for a course/work project is very crucial for the success of the project and relies heavily on analyzing the goals of the project that you need to accomplish. Some of the main characteristics that are required to build a good team include:
· Stating the purpose of the project
· Charting out specific roles that can be assigned to the team members
· A leadership that is acceptable to the whole team
· Effective and seamless processes to avoid any bottle-necks in operations and communication
· Healthy relationships between the members of the team
Understanding the meaning and purpose of building teams gives us a good starting point on how to compose a team for your project (Drolet, 2004). The main purpose of group is to accomplish the set objectives for a project in the most efficient way possible. I would choose a team that consists of members that have particular skillsets that align to the necessary objectives that are to be accomplished to have a successful finish. Another important task is to elect a leadership that is both competent in carrying out the responsibility and also be acceptable to the team to follow the directions of the leader. The last and most important aspect is to manage operations in a way that all the team members feel inclusive, realize their responsibility and always stay motivated to work in the best interests of the team towards the completion of the project (Harvey, 2004). While building the team, I would consider all the above characteristics in mind and to incorporate the right diversity, I would choose talent and hard work as a key factor that aligns with the interests of the project to accomplish the set goals in the most efficient way possible.
2) Discuss team identity. Why do you feel attached to certain groups and teams but not to others?
Team identity may be defined ...
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1Patrick,Your paper did an adequate job of addressing the
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Due Wedneday 900 pm New York TimeBenefits and Limitations of St.docx
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The ideological belief systems of a manager who espouses empowerment for the overall agency, staff members, and clientele
How the concepts of team building and collaboration are met within the organization
The strategies for consistent evaluation of organizational efficacy that includes strategic feedback from clients, community constituency groups, and staff members within the agency
Format
your report consistent with APA guidelines.
.
Review emerging standards of culturally competent care. Here are pos.docx
Review emerging standards of culturally competent care. Here are possible resources to use:
DHHS Office of Minority Health
National Center for Cultural Competence
AHRQ
Annie E. Casey Foundation
Write a 3,500-word paper that explores the following topics in your workplace or a setting that you select for this discussion:
**Define culturally competent care appropriate for your own workplace, based on your perusal of the assigned readings.
**Identify the populations served and any issues of population vulnerability.
Comment on standards of cultural competence that appear to be met and any that are not met.
**Identify how delivery of nursing care could be affected where standards are being met and where they are not being met.
**Comment on solutions that could be implemented where standards are not being met.
APA format; 4 or more references (pls utilize resources above)
DUE DATE: 12/15/2015 @ 10 am PST
.
Review Biofuel Contribution to Mitigate Fossil Fuel CO2 Emissions” .docx
Review “Biofuel Contribution to Mitigate Fossil Fuel CO2 Emissions” by Luiz Rosa, Christiano Pires de Campos, and Maria
Muylaert de Araujo from the Unit V Reading Assignment. Write a critique on the effectiveness of biofuels in reducing CO2
emissions.
Your response must be at least 400 words in length. All sources used, including the article, must be referenced.
Paraphrased and/or quoted materials must have accompanying in-text citations and references in APA format.
.
Review Biomass Energy Sustainable Solution for Greenhouse Gas Emis.docx
Review “Biomass Energy: Sustainable
Solution
for Greenhouse Gas Emission” by A. K. M. Sadrul Islam and M. Ahiduzzaman from the Unit VI Reading Assignment. Write a critique on the effectiveness of biofuels in reducing GHG emissions. Your response must be at least 800 words in length. All sources used, including the article, must be referenced. Paraphrased and/or quoted materials must have accompanying in-text citations and references in APA format.
.
Review and reflect on the knowledge you have gained from this course.docx
This course asks students to reflect on what they learned, discuss compelling topics and how discussions helped their understanding, and identify any unclear areas. Students must write a 3 paragraph response about the most interesting topics, how discussions aided comprehension, and ways to gain more knowledge, citing one research source using APA format.
Returning Warriors Organization (RWO)Returning Warriors Organiza.docx
Returning Warriors Organization (RWO)
Returning Warriors Organization (RWO) is a rapidly-growing association in Washington, DC. Last year, Vietnam veteran William Jones has held the CEO role of the organization which has more than doubled in membership. It now has over 3,000 members and has added Cassandra Jenkins as Director. Prior to the rapid growth, most of RWO’s records have been in paper format. However, the organization’s business manager, Regina Collins, has emphasized the need for a computerized system to help meet its information needs and to manage activities.
In addition to Ms. Collins, the organization employs a part-time administrative assistant, Martha Reynolds. Martha performs clerical duties such as filing, recordkeeping, answering phone calls, and producing the monthly newsletter to members using Word on a Windows personal computer. Shawn Johnson is a Desert Storm veteran who performs maintenance activities part-time in the evenings. Robert Duncan serves in a part-time paid marketing coordinator position, overseeing 25 volunteers who meet every Tuesday to prepare contribution letters to send to the membership.
The main concern of the RWO is with registering new members. When a prospective member wants to join, Mr. Jones, Ms. Jenkins or Ms. Collins speaks on the phone or in person with that person to establish rapport. Then, the person is mailed pre-numbered envelops for use in regular contributions to the RWO. Most contributions are made to the RWO using these envelops, although about 15% of each collection comes from cash and checks from non-member contributors. Additionally, RWO has a capital improvement campaign to purchase a building (and stop leasing) for the organization. Contributions to this fund are collected at fund-raising campaigns held once per month. The cost of acquiring the property, paving it, and making it ready for use is $500,000. RWO obtained a bank loan to finance this project, and makes monthly payments from the funds received at its fundraisers. As contributions are made, the remaining balance is reduced.
Since RWO is recognized as a 501(c) 3, non-profit organization, all contributions are tax-deductible. In January, RWO send out a summary report of all contributions made using envelops during the previous year for use in income tax preparation. RWO must also keep track of records of all its fund raising campaigns.
Mr. Jones and Ms. Jenkins have hired your small, information systems consulting firm to look into the possibility of developing an information system for RWO. This system will address the organization’s revenue resources and its record keeping requirements. Your contract has a six month turnaround time to complete the analysis and design of a feasible solution.
In
Unit Two
, you will be required to complete:
Introductory analysis phase requirements to include a cover letter addressed to the organization's management, a title page, a table of contents, and an executive summary of the an.
Response to the Attacks of 911The events of 911 devastated o.docx
Response to the Attacks of 9/11
The events of 9/11 devastated our Nation's sense of security and changed the outlook of law enforcement forever. Aside from the impact the attacks had on this Nation; be it the death toll, the economic impact, etc., law enforcement faced other unknown challenges on that fateful day. Several law enforcement and private sector agencies ranging from the New York City Police Department to FEMA arrived at Ground Zero only to find that their ability to communicate was severely inhibited due to incompatible equipment and fragmented technologies.
For this assessment, please research the communication challenges law enforcement agencies may have faced, be it internal, or in relation to other agencies, when responding to a particular disaster, either natural or man-made. Write a 3−5 page paper that:
Details the facts of the incident and the specific communication problems encountered
The consequences of those problems in terms of lives lost, etc.
The steps taken by the relevant agencies to address those problems. If no steps were taken, what steps should be taken?
.
Response must be doubles spaced and in essay format. The book use.docx
Response must be doubles spaced and in essay format. The book used for this class is Environmental Science Toward a Sustainable Future :12E
These are the only questions remaining but I have other homework to complete
Can you please price this assignment?
Chapter 10: Water: Hydrologic Cycle and Human Use
(Environmental Science)
How does changing the earth’s surface (by deforestation, for example) change the pathways of water?
How does this affect humans and animals?
Chapter 12: The Production and Distribution of Food
(Environmental Science)
How is relief for famine and severe hunger accomplished?
Why does food aid sometimes aggravate poverty and hunger?
Chapter 14: Energy from Fossil Fuels
(Environmental Science)
How have the fuels used to power homes, industry, and transportation changed from the beginning of the Industrial Revolution to now?
List and describe four steps that can be taken to reduce the amount of fossil fuels being used.
.
Respond in one of the following waysShare additional potential .docx
Respond
in one of the following ways:
Share additional potential challenges within the strategic planning process.
Offer alternative ways to overcome the challenges your colleagues discussed.
Reminder: Be sure to support your posting and responses with specific references to the Learning Resources and/or current literature. Use APA formatting to cite references in your posting and responses.
The Urban Planning Council is a governmental land use planning authority with responsibility for regulation and planning of property development in a Middle Eastern country. The organization carries out reviews of private sector land use master plans, providing input and advice as well as issuing permits. The organization also prepares master plans in-house in response to market demands for social housing. Finally, the Urban Planning Council is responsible for the creation, evolution, dissemination and implementation of various planning regulations, guide manuals and design standards to be adhered to by all entities in the sector.
The mandates handed down to the Urban Planning Council by the higher levels of government are:
To ensure sustainable and appropriate development of land to meet social, economic and cultural needs;
To develop and curate the regulatory framework in which these activities take place; and
To ensure training of and knowledge transfer to local citizen employees in order to comply with short- and long-term goals for reduced dependency on expatriate skill sets (this mandate is common to all governmental organizations in the country).
According to Bryson (2011), a strategic issue is a “fundamental policy question or challenge affecting [the] mandates, missions, values…” of the organization. Two potential challenges that the organization may face within the strategic planning process are detailed here:
Firstly, the mandates of other governmental and semi-governmental organizations (key stakeholders) are not always clear or static. The government frequently rearranges and/or merges departments within different stand-alone agencies, in an effort to clarify and rationalize their mandates or to simplify the regulatory environment as a whole in the country. This applies to utility service companies, transport authorities, county-level municipal organizations and sector-specific regulatory entities. In the past 10 years, such changes have happened at least once per year at some level.
Secondly, the government has also been known to declare expatriate recruitment bans from time to time, in addition to ordering the removal of a percentage of existing expatriate employees. During such bans, which can last for a year or two, no government entity is allowed to permanently employ any foreign workers or professionals. This is done in an effort to ensure the highest possible levels of citizen employment. In this context, the term citizen refers to a national of the country. Such citizenship is only available by hereditary birth-right.
Responsibility in EngineeringDirections Please answer the quest.docx
Engineers have both legal and moral responsibilities in their work. They are legally liable for ensuring their designs are safe and do not endanger others. But engineers also have an ethical duty to consider how their work impacts society, and to design and build in a way that protects people and the environment. An engineer's moral responsibility goes beyond just legal compliance, and involves practicing their profession conscientiously.
Responsibility I Assess Needs, Assets & Capacity for Health Educati.docx
Responsibility I: Assess Needs, Assets & Capacity for Health Education
(40 POINTS TOTAL)
o
PART A
:
Review the research
related to one selected health-risk behavior or health focus area to determine incidence/prevalence; trends over time; disparities by age, gender, ethnicity, other demographic variables; and risk/protective factors. Write a summary (
maximum 3 double-spaced pages
) describing the breadth and depth of the problem and identifying predisposing, reinforcing, and enabling factors related to the selected health issue/condition. I NEED YOU TO WRITE ABOUT SLEEP "COLLEG STUDENTS SLEEP"
.
Respond by offering an alternative perspective of the most impor.docx
Respond
by offering an alternative perspective of the most important element of the strategic planning process.
Reminder: Be sure to support your posting and responses with specific references to the Learning Resources and/or current literature. Use APA formatting to cite references in your posting and responses.
The emerging approaches to management in public organizations stems from the challenges created by the market dynamics, including globalization and advances in technology. Strategic planning for success has therefore assumed greater importance for managers of public institutions.
The key elements of the strategic planning process depends to a large extend on the model one adopts (whether conventional, issues-based, alignment, inspirational etc.). The policy process involves constant deliberations, bargaining and negotiations by politicians and other interest groups (Moore, 1995; Van Horn, et al., 2001). Therefore critical elements in strategic planning for public organizations include stakeholders, resource alignment and more importantly how to deliver sustainable outcomes.
Strategic planning is a set of managerial decisions that determine the long term survival of an institution according to Whaelen and Hunger (2005). It is critical to constantly monitor and elevate the external opportunities and threats taking into consideration the internal strengths and weaknesses.
In this regard, stakeholder analysis is critical to the success of strategic planning for success because it provides the opportunity for the institution to respond adequately to their needs and allow for institutional relevance and achievement of strategic objectives. Resource alignment is also important as it allows for the effective deployment of resources to meet objectives.
The strategic planning for Parliament of Ghana which I coordinate, takes into consideration all emerging issues into consideration in developing strategic initiatives particularly the issue stakeholder consultation because as an institution representing the people, the institutional relevance is determined by the ability to respond to the needs of citizens.
References:
Bryson, J. M. (2011).
Strategic planning for public and nonprofit organizations: A guide to strengthening and sustaining organizational achievement
(4th ed.). San Francisco, CA: Jossey-Bass.
Free Management Library. (n.d.).
Basic overview of various strategic planning models
. Retrieved June 14, 2014, from
http://managementhelp.org/strategicplanning/models.htm
Moore, M. (1995),
Creating public value,
1st edn, Harvard University Press, Cambridge, Massachusetts.
Van Horn, C. E., Baumer, D.C. & Gromley, W.T. (2001)
, Politics and public policy
, 3rd edn, Congressional Quarterly Press, Washington, DC.
.
Responses to each topic should be a minimum of one paragraph in leng.docx
Responses to each topic should be a minimum of one paragraph in length, which must consist of five to seven sentences. Please provide examples from the textbook, if applicable. Students should utilize APA guidelines for formatting and citations.
1. Describe the pros and cons of genetically modified organisms.
2. Provide examples of the unanticipated consequences of technology.
.
response to d.b. interviewing and interrogationThe psychologic.docx
response to d.b. interviewing and interrogation
The psychological manipulation begins before the interrogator even opens his/her mouth. The physical layout of an interrogation room is designed to maximize a suspect's discomfort and sense of powerlessness from the moment he steps inside. The chair should be stable and immovable. There should be no distractions in the room.
In your opinion, why do suspects tend to give more information when they are uncomfortable?
.
Response with 2-3 sentences to each one below 1. Goals and O.docx
Response with 2-3 sentences to each one below
1. Goals and Objectives are a vital part of your grant proposal. Goals are extensive statements with a long-term, ideal outcome in mind. Most proposals have no more than three goals (Community Toolbox, 2015). Objectives are detailed statements that will show the reviewer exactly how you plan to achieve your goals (Community Toolbox, 2015).
SMART objectives are well written objectives.
Specific
- Tell how much of what is to be accomplished in a given time-frame.
Measurable
- Information concerning the objective can be gathered, identified, or acquired from records.
Achievable
- The objectives are not only possible, the organization more than likely will be able to make them happen.
Relevant to the mission
- The organization has a clear perception of how these objectives fit in with the vision and mission of the organization.
Timed
- A timeline has been developed by the organization by which the objectives will be completed.
Challenging
- The organization is stretched to set its aims on important changes that are essential to members of the community (Community Toolbox, 2015).
A proposal was written for Lightsville Public Schools based on four focus areas developing specific activities based on each need, and creating measurable tools to evaluate whether or not students and parents are succeeding (Colorado Grants, 2015). Although most proposals have no more than three goals, this proposal had four. Each of the four goals relate directly to the four focus areas described above (Colorado Grants, 2015). The goals were well written and specific and the objectives coincided. The objectives were followed by the SMART format. There is no question as to what was to be accomplished.
Goal 1: Students who participate in the programs at the learning center will improve their academic achievement. Goal 1 had two objectives and they both coincided with the goal.
The Read to Succeed Project’s goal, in my opinion told what the goal was, but it did not grab my attention to where I wanted to read further. The goal states: “The goal of the Read to Succeed! Project is to enable at risk students and students with learning and reading disabilities to improve their reading skills to the point where they can succeed in school and develop the reading skills that will prepare them for high school and post-secondary education (Kurzweil Educational Systems , 2002).”
I would have worded the goal to say: The goal of the Read to Succeed! Project is to enable at risk students and students with learning and reading disabilities to advance their reading skills to the point where they are confident that they can succeed in school and their reading skills are developed to the point that they are confidently prepared for high school and post-secondary education.
Objective 1 stated: “Providing a measurable increase in reading speed, comprehension, and reading attention span. The objective is that the students will do.
Respond to two out of the three discussion questions below. Be sure.docx
Respond to two out of the three discussion questions below. Be sure to source cite and reference list any information based on referenced publications.
300 word minimum APA Format
1. Graduate professors like to insist that the completion of thesis or dissertation research is not merely an “academic exercise” or final hurdle to obtaining the desired degree. Explain at least one personal benefit gained from completing a high quality thesis or dissertation. Then explain at least one societal benefit that follows.
2. Do recent technological advances (e.g., the Internet, electronic databases) assure that future research will be of higher quality, or of greater utility, than past research? Support your answer.
3. Daphne has been a member of a research team studying interpersonal aggression among preschoolers for more than a year. In that time, her team has repeatedly employed a consistent set of techniques and procedures to study preschoolers as they interact in a number of settings. The procedures involve volunteer mothers bringing their children to the university child development lab for a an observed "play session". Settings in which the observations have occurred so far include the university pre-school, affluent local day-care centers, and a pre-kindergarten program being offered in the neighborhood school district. All of these settings were fairly racially homogenous.
Daphne has just learned that a friend of a friend can help her gain research access in the near future to preschoolers in an unusually racially diverse but impoverished preschool setting. Daphne decides she has no time to prepare a formal research proposal before embarking on the study. 'Besides,' she thinks, 'this study should go just like all the others we've done.'
Is Daphne leaving herself open to problems in this situation, or is she safe moving ahead with no formal proposal, given how familiar she is with the study techniques and procedures?
.
Respond to the following questionUsing Figure 2.1 in your textboo.docx
Respond to the following question:
Using Figure 2.1 in your textbook (page 31), describe and discuss a current social trend or phenomenon using the four categories of the “Deviance Typology.” Give an example of “Negative Deviance,” “ Rate Busting,” “Deviance Admiration” and “Positive Deviance.” Discuss which members of society are likely to perceive the trend you are discussing from which perspective. For example, attending Justin Beiber’s movie (or concert) could be understood in a number of different ways using these theories; which members of society would see this act in which light and why?
Your initial post should be at least 250 words and must substantively integrate the assigned readings in the instructions with proper
APA
style formatting.
.
Respond to the question below in no less than three sentences. Be su.docx
Respond to the question below in no less than three sentences. Be sure to write legibly. Use complete sentences. Demonstrate your highest level of understanding of theories, perspectives, and information derived from lecture and the text. Utilize your critical thinking. (10 points)
Question:
What were the two groups among the tribes of the Great Basin? (hint: horses)
.
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- 1. Respond by sharing additional insights or alternative perspectives. Reminder: Be sure to support your posting and responses with specific references to the Learning Resources and/or current literature. Use APA formatting to cite references in your posting and responses One of the most important parts of the strategic planning process is that of collaboration, cooperation, and coordination. All three of these concepts play hand in hand with one another when it comes down to the basis of everything. Strategic planning for an organization includes formulating and implementing strategies and plans to address the issues of the people that they serve (Bryson, 2011). Collaboration is an intricate concept with multiple attributes (Gardner, 2005). Collaboration, by itself, has a lot of small parts within it. Some of these parts include the sharing of planning, making decisions, solving problems, setting goals, assuming responsibility, working together cooperatively, communicating, and coordinating openly (Gardner, 2005). This aspect is important to the strategic planning process because it involves the ability for all to share ideas and concerns for those involved (Bryson, 2011). Cooperation in the strategic planning process has insurmountable importance for every organization. Cooperation is driven by the main concepts of teamwork. The last piece of the puzzle is the concept of coordination. Coordination is the process that includes a variety of committed individuals who work together in order to achieve the same goals and objectives of the organization (Bryson, 2011). Having a strong sense of coordination within an organization is an important and vital part to the strategic planning process. Individuals working together and coordinating important aspects are necessary to be successful in all ventures. Stakeholders are an extremely important part to any type of organization (Bryson, 2011).
- 2. Stakeholders are a true part of the backbone in any sense of the word. Stakeholders, are more times than not, recruited solely on the ideas of the organization. This is what sells the motive to become stakeholders in certain organization. By appealing to their values, motives, and goals will not only gain you stakeholders, but also gain one a strong unified meaning for the organization as a whole. Stakeholders become a part of something based on the ideas, mission, and goals so by aligning with these individuals down to the core will only make for an even more meaningful and strong sense of the whole organization. References Bryson, J.M. (2011). Strategic planning for public and nonprofit organizations: A guide to strengthening and sustaining organizational achievement (4 th ed ). San Francisco, CA: Jossey-Bass. Gardner, D. (January 31, 2005). Ten Lessons in Collaboration. OJIN: The Online Journal of Issues in Nursing . Vol. 10 No.1, Manuscript 1.