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For proposed solution which can convey how the nature of work is changing and what your country/sector governments can do to prepare and support their workforces
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The nature of work is constantly changing and becoming more flexible. Jobs are being defined more broadly and changing to meet business needs. Relationships between organizations and employees are also changing, with more flexible and temporary contracts. As the nature of work changes, the demographic makeup of the workforce is changing as well. Industrial-organizational psychologists have an important role in understanding these changes and helping shape the future of work. They can provide guidance to organizations on maintaining performance in new structures, selecting employees for changing jobs, and developing fair compensation systems that are flexible. Understanding how the changing context of work impacts organizational behavior will help apply valid psychological research effectively in organizations.
What are the simple steps for successful implementation of corporate social r...
What are the simple steps for successful implementation of corporate social r...CommLab India – Rapid eLearning Solutions
The CSR policy of a business acts as a built-in self-regulating mechanism whereby businesses oversee and assure their support to the law, set and abide by ethical standards and international standards in this domain.Employee relation
A relation between the organisation and their employees is essential so that management can understand about the workplace, problems and conflicts.
Organizational behavior
This document provides an overview of organizational behavior. It defines organizational behavior as the study of human behavior in organizational settings and its interface with organizations. It discusses the importance of organizational behavior in understanding employees and organizations, motivating employees, improving labor relations, predicting and controlling human behavior, and effectively utilizing human resources. It also outlines factors that affect organizational behavior like people, structure, technology, and environment. It describes the objectives and levels of analysis of organizational behavior and provides examples of models of organizational behavior like autocratic, custodial, and collegial models.
Team Communication Skills
Here are the key points on how continuous improvement models, knowledge management systems, quality systems, and sustainability principles can be incorporated into business systems:
- Continuous improvement models like the Plan-Do-Check-Act (PDCA) cycle allow businesses to systematically evaluate processes, identify areas for improvement, implement changes, and monitor results. This helps drive ongoing optimization.
- Knowledge management systems capture institutional knowledge and best practices. This knowledge can then be applied to processes to improve quality, efficiency, compliance, etc. Lessons learned are not lost when employees leave.
- Quality systems like ISO 9001 establish standards and procedures for consistency and documentation. This helps identify non-conformances and opportunities for enhancing products/services. Certification
Running Head WEEK 1 DB QUESTIONS .docx
Running Head: WEEK 1 DB QUESTIONS 1
WEEK 1 DB QUESTIONS 5
Week 1 DB Questions
Tyrell S Grant
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.
Shared information is more important to a learning organization as compared to an efficiently performing organization because a learning organization needs transformation. Through the shared information, different stakeholders of the organization can learn different concepts that will enable them to be more effective on their contribution towards the success of the organization. On the contrary, the shared information is not so important to an efficient organization because it believes that it has achieved the best results. Therefore, there is no need or room for improvement. Learning organizations find such information so important because they can implement it in different departments to make sure that processes and activities are improved for the interest of boosting the efficiency of the organization (Michael, 2011).
An organization’s approach to sharing information is related to other elements of the organization because they need to work together to achieve a common goal. For instance, an organization needs relevant information that will enable it to develop the right structure that will assist it in achieving its goals. Additionally, the kind of information that an organization possesses as well as how it is shared affects the nature of the structure that is developed. Taking into consideration other elements such as strategy, the information shared in an organization affects this. For instance, the approach that an organization chooses to share information depends on the strategy in use. Keeping this in mind, it is noted that sharing of information is related to strategy.
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 stakeholders than business managers?
Stakeholders in nonprofit and for-profit organizations have different expectations. The two kinds of organizations are based on completely different principles, and these affect the expectations of the stakeholders. A stakeholder in a nonprofit organization expects the organization to deliver the purpose for which it was established (Wolf, 2012). For instance, if an organization was established to help the needy, it should accomplish this objective. On the contrary, stakeholders of a for-profit organization have different expectations. For instance, a shareholder expects the organization to be effective regarding business so that he can realize increased returns f ...
Running head ORGANIZATION PERFORMANCE1ORGANIZATION PERFORMAN.docx
Running head: ORGANIZATION PERFORMANCE 1
ORGANIZATION PERFORMANCE 2
Organization Performance
Name
Institution
Date
Relationship between Market Demand, Organization Culture on Innovation and Performance
Why is this phenomenon interesting?
Innovation is a key component to an organization’s survival in the business industry. Every cooperation admits the fact that keeping up with the latest in terms of market trends and technology enables them to stay afloat and relevant to their clients. Companies continually thrive to outdo one another and maintain the highest ranks when it comes to the world of innovation. In as much as this is the case, this factor is not the only determinant of an organization’s ultimate success (Cornelissen & Durand, 2014). Other factors within a company also play a crucial role in determining the successful flow of business.
The market demand, organization culture and employee performance play a significant role in influencing the rate of innovation in a company. Market demand, for example, determines the kind of products that a company manufactures. Client tastes and preferences may require that a particular product be designed in a given way to meet their needs. The need for innovation is already established within the corporation. However, the organizational culture may either be a limiting or fuelling factor for innovation (George, 2014). It can enhance both innovation and performance. The overall company and workforce performance is measured by how well the organization meets their client needs through innovative means. All these factors play a crucial role in the running of any corporation. Identifying the link will present knowledge on how well businesses can create a balance and better manage their organizations (Mantere, & Ketokivi, 2013). This study seeks to identify a relationship between market demand, organization culture on innovation and performance.
A lot of study has been previously conducted on the influence of innovation, market demand, organizational culture and workforce performance on an organization. These studies have mainly focused on these factors independently with no much emphasis given on the relationship between all three; how they relate within an organization to either bring foster success or failure (Cornelissen & Durand, 2014). One of the main aims of this study is to bridge the gap in literature and provide credible data and reliable information that organizations can use to further their success. It is also aimed at identifying models that enhance innovation and performance. The capability of innovation playing a mediatory role between culture and performance will also be established in this study.
How addressing this question will enhance understanding of this phenomenon.
One of the things that are clear in the business world is that change is inevitable. It is the only constant factor that we can anticipate in various organizations (Mantere & Ketokivi, 2013). Constant e.
Running head ORGANIZATION PERFORMANCE1ORGANIZATION PERFORMAN.docx
Running head: ORGANIZATION PERFORMANCE 1
ORGANIZATION PERFORMANCE 2
Organization Performance
Name
Institution
Date
Relationship between Market Demand, Organization Culture on Innovation and Performance
Why is this phenomenon interesting?
Innovation is a key component to an organization’s survival in the business industry. Every cooperation admits the fact that keeping up with the latest in terms of market trends and technology enables them to stay afloat and relevant to their clients. Companies continually thrive to outdo one another and maintain the highest ranks when it comes to the world of innovation. In as much as this is the case, this factor is not the only determinant of an organization’s ultimate success (Cornelissen & Durand, 2014). Other factors within a company also play a crucial role in determining the successful flow of business.
The market demand, organization culture and employee performance play a significant role in influencing the rate of innovation in a company. Market demand, for example, determines the kind of products that a company manufactures. Client tastes and preferences may require that a particular product be designed in a given way to meet their needs. The need for innovation is already established within the corporation. However, the organizational culture may either be a limiting or fuelling factor for innovation (George, 2014). It can enhance both innovation and performance. The overall company and workforce performance is measured by how well the organization meets their client needs through innovative means. All these factors play a crucial role in the running of any corporation. Identifying the link will present knowledge on how well businesses can create a balance and better manage their organizations (Mantere, & Ketokivi, 2013). This study seeks to identify a relationship between market demand, organization culture on innovation and performance.
A lot of study has been previously conducted on the influence of innovation, market demand, organizational culture and workforce performance on an organization. These studies have mainly focused on these factors independently with no much emphasis given on the relationship between all three; how they relate within an organization to either bring foster success or failure (Cornelissen & Durand, 2014). One of the main aims of this study is to bridge the gap in literature and provide credible data and reliable information that organizations can use to further their success. It is also aimed at identifying models that enhance innovation and performance. The capability of innovation playing a mediatory role between culture and performance will also be established in this study.
How addressing this question will enhance understanding of this phenomenon.
One of the things that are clear in the business world is that change is inevitable. It is the only constant factor that we can anticipate in various organizations (Mantere & Ketokivi, 2013). Constant e.
Recommended
Reaction paper 2 work
The nature of work is constantly changing and becoming more flexible. Jobs are being defined more broadly and changing to meet business needs. Relationships between organizations and employees are also changing, with more flexible and temporary contracts. As the nature of work changes, the demographic makeup of the workforce is changing as well. Industrial-organizational psychologists have an important role in understanding these changes and helping shape the future of work. They can provide guidance to organizations on maintaining performance in new structures, selecting employees for changing jobs, and developing fair compensation systems that are flexible. Understanding how the changing context of work impacts organizational behavior will help apply valid psychological research effectively in organizations.
What are the simple steps for successful implementation of corporate social r...
What are the simple steps for successful implementation of corporate social r...CommLab India – Rapid eLearning Solutions
The CSR policy of a business acts as a built-in self-regulating mechanism whereby businesses oversee and assure their support to the law, set and abide by ethical standards and international standards in this domain.Employee relation
A relation between the organisation and their employees is essential so that management can understand about the workplace, problems and conflicts.
Organizational behavior
This document provides an overview of organizational behavior. It defines organizational behavior as the study of human behavior in organizational settings and its interface with organizations. It discusses the importance of organizational behavior in understanding employees and organizations, motivating employees, improving labor relations, predicting and controlling human behavior, and effectively utilizing human resources. It also outlines factors that affect organizational behavior like people, structure, technology, and environment. It describes the objectives and levels of analysis of organizational behavior and provides examples of models of organizational behavior like autocratic, custodial, and collegial models.
Team Communication Skills
Here are the key points on how continuous improvement models, knowledge management systems, quality systems, and sustainability principles can be incorporated into business systems:
- Continuous improvement models like the Plan-Do-Check-Act (PDCA) cycle allow businesses to systematically evaluate processes, identify areas for improvement, implement changes, and monitor results. This helps drive ongoing optimization.
- Knowledge management systems capture institutional knowledge and best practices. This knowledge can then be applied to processes to improve quality, efficiency, compliance, etc. Lessons learned are not lost when employees leave.
- Quality systems like ISO 9001 establish standards and procedures for consistency and documentation. This helps identify non-conformances and opportunities for enhancing products/services. Certification
Running Head WEEK 1 DB QUESTIONS .docx
Running Head: WEEK 1 DB QUESTIONS 1
WEEK 1 DB QUESTIONS 5
Week 1 DB Questions
Tyrell S Grant
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.
Shared information is more important to a learning organization as compared to an efficiently performing organization because a learning organization needs transformation. Through the shared information, different stakeholders of the organization can learn different concepts that will enable them to be more effective on their contribution towards the success of the organization. On the contrary, the shared information is not so important to an efficient organization because it believes that it has achieved the best results. Therefore, there is no need or room for improvement. Learning organizations find such information so important because they can implement it in different departments to make sure that processes and activities are improved for the interest of boosting the efficiency of the organization (Michael, 2011).
An organization’s approach to sharing information is related to other elements of the organization because they need to work together to achieve a common goal. For instance, an organization needs relevant information that will enable it to develop the right structure that will assist it in achieving its goals. Additionally, the kind of information that an organization possesses as well as how it is shared affects the nature of the structure that is developed. Taking into consideration other elements such as strategy, the information shared in an organization affects this. For instance, the approach that an organization chooses to share information depends on the strategy in use. Keeping this in mind, it is noted that sharing of information is related to strategy.
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 stakeholders than business managers?
Stakeholders in nonprofit and for-profit organizations have different expectations. The two kinds of organizations are based on completely different principles, and these affect the expectations of the stakeholders. A stakeholder in a nonprofit organization expects the organization to deliver the purpose for which it was established (Wolf, 2012). For instance, if an organization was established to help the needy, it should accomplish this objective. On the contrary, stakeholders of a for-profit organization have different expectations. For instance, a shareholder expects the organization to be effective regarding business so that he can realize increased returns f ...
Running head ORGANIZATION PERFORMANCE1ORGANIZATION PERFORMAN.docx
Running head: ORGANIZATION PERFORMANCE 1
ORGANIZATION PERFORMANCE 2
Organization Performance
Name
Institution
Date
Relationship between Market Demand, Organization Culture on Innovation and Performance
Why is this phenomenon interesting?
Innovation is a key component to an organization’s survival in the business industry. Every cooperation admits the fact that keeping up with the latest in terms of market trends and technology enables them to stay afloat and relevant to their clients. Companies continually thrive to outdo one another and maintain the highest ranks when it comes to the world of innovation. In as much as this is the case, this factor is not the only determinant of an organization’s ultimate success (Cornelissen & Durand, 2014). Other factors within a company also play a crucial role in determining the successful flow of business.
The market demand, organization culture and employee performance play a significant role in influencing the rate of innovation in a company. Market demand, for example, determines the kind of products that a company manufactures. Client tastes and preferences may require that a particular product be designed in a given way to meet their needs. The need for innovation is already established within the corporation. However, the organizational culture may either be a limiting or fuelling factor for innovation (George, 2014). It can enhance both innovation and performance. The overall company and workforce performance is measured by how well the organization meets their client needs through innovative means. All these factors play a crucial role in the running of any corporation. Identifying the link will present knowledge on how well businesses can create a balance and better manage their organizations (Mantere, & Ketokivi, 2013). This study seeks to identify a relationship between market demand, organization culture on innovation and performance.
A lot of study has been previously conducted on the influence of innovation, market demand, organizational culture and workforce performance on an organization. These studies have mainly focused on these factors independently with no much emphasis given on the relationship between all three; how they relate within an organization to either bring foster success or failure (Cornelissen & Durand, 2014). One of the main aims of this study is to bridge the gap in literature and provide credible data and reliable information that organizations can use to further their success. It is also aimed at identifying models that enhance innovation and performance. The capability of innovation playing a mediatory role between culture and performance will also be established in this study.
How addressing this question will enhance understanding of this phenomenon.
One of the things that are clear in the business world is that change is inevitable. It is the only constant factor that we can anticipate in various organizations (Mantere & Ketokivi, 2013). Constant e.
Running head ORGANIZATION PERFORMANCE1ORGANIZATION PERFORMAN.docx
Running head: ORGANIZATION PERFORMANCE 1
ORGANIZATION PERFORMANCE 2
Organization Performance
Name
Institution
Date
Relationship between Market Demand, Organization Culture on Innovation and Performance
Why is this phenomenon interesting?
Innovation is a key component to an organization’s survival in the business industry. Every cooperation admits the fact that keeping up with the latest in terms of market trends and technology enables them to stay afloat and relevant to their clients. Companies continually thrive to outdo one another and maintain the highest ranks when it comes to the world of innovation. In as much as this is the case, this factor is not the only determinant of an organization’s ultimate success (Cornelissen & Durand, 2014). Other factors within a company also play a crucial role in determining the successful flow of business.
The market demand, organization culture and employee performance play a significant role in influencing the rate of innovation in a company. Market demand, for example, determines the kind of products that a company manufactures. Client tastes and preferences may require that a particular product be designed in a given way to meet their needs. The need for innovation is already established within the corporation. However, the organizational culture may either be a limiting or fuelling factor for innovation (George, 2014). It can enhance both innovation and performance. The overall company and workforce performance is measured by how well the organization meets their client needs through innovative means. All these factors play a crucial role in the running of any corporation. Identifying the link will present knowledge on how well businesses can create a balance and better manage their organizations (Mantere, & Ketokivi, 2013). This study seeks to identify a relationship between market demand, organization culture on innovation and performance.
A lot of study has been previously conducted on the influence of innovation, market demand, organizational culture and workforce performance on an organization. These studies have mainly focused on these factors independently with no much emphasis given on the relationship between all three; how they relate within an organization to either bring foster success or failure (Cornelissen & Durand, 2014). One of the main aims of this study is to bridge the gap in literature and provide credible data and reliable information that organizations can use to further their success. It is also aimed at identifying models that enhance innovation and performance. The capability of innovation playing a mediatory role between culture and performance will also be established in this study.
How addressing this question will enhance understanding of this phenomenon.
One of the things that are clear in the business world is that change is inevitable. It is the only constant factor that we can anticipate in various organizations (Mantere & Ketokivi, 2013). Constant e.
Human development
The document discusses a study that assesses the impact of corporate culture on employee job performance in the Nigerian banking industry. It aims to determine if corporate culture affects employee performance and organizational productivity. The study uses surveys of employees at various levels from selected banks. The findings suggest that a majority of respondents agree that corporate culture influences both employee performance and organizational productivity. This supports the hypotheses that positive relationships exist between corporate culture, employee performance, and organizational productivity in Nigerian banks.
AbstractTrends in the changing demographic platforms in differen.docx
Abstract
Trends in the changing demographic platforms in different countries have introduced diversity and multiculturalism in organizations. This analysis has explored the existing differences between workplace diversity and multiculturalism. Each of these elements has been extensively explored in this analysis using the context of a workplace. An organizational workplace diversity program can only succeed if diversity and cultural barriers are overcome. If this is not successfully accomplished, the organization will most likely register reduced performance attributed to poor communication between employees and interrelated functional units. This review has discussed how organizations stand to benefit or be limited by embracing a diverse and multicultural workforce. Multiculturalism is in essence how the organization makes provisions for each culture represented within the workforce fit within the organization’s work environment.
Introduction
Trends in diversity and multiculturalism have been the epitome of modern workplace performance. Contemporary organizations are now becoming keen in evaluating the cultural makeup of its workforce and establishing an interactive platform where contrasting cultures can prove beneficial to the organization. For example, cross-cultural management has become an integral approach to improving the performance of managers in multinational organizations. It is however important to conceptualize how diversity and multiculturalism can be instituted within a workplace and successfully influence performance. This analysis will provide existing differences between diversity and multiculturalism within the context of a workplace, and further explore a number of related areas pertaining to strategic human resource management in the workplace.
Differences between Diversity and Multiculturalism
In elucidating the differences between these two elements, it is important to define each element as it relates to a workplace. Diversity in the workplace can be defined as the existence of individuals with different demographic characteristics, differences in personality as well as potential. Diversity is a collective term that accounts for the glaring differences between employees as compounded within a workplace. An organization that strives to establish diversity will provide a work environment that appreciates individual differences between employees, appreciates their strengths, and establishes an empowerment platform that helps each employee to realize their full potential.
A diverse workforce will comprise employees of different age groups, gender, culture, race, religion, and many others. It is how the organization configures the workplace to allow interaction between people of diverse backgrounds that entails workplace diversity. On the other hand, multiculturalism can be defined as the presence of employees with difference cultural backgrounds and preferences within the workplace. Culture and traditions play a .
Learning Activity #1Relate to the class an experience that you h.docx
Learning Activity #1
Relate to the class an experience that you have had at work or with an organization to which you are familiar (church, school, club) that is illustrative of why we study organizational behavior. Be sure to explain the relationship between the behavior and its effect on the organization.
Learning Activity #2
Based on the ideas presented in the future of work material this week, what job do you see yourself performing in ten years? Can you describe the workplace environment?
Use only class materials in your responses. All responses even those to your classmates must have support from the material. This means any and all opinions, facts or conclusions must show support from the weekly class materials and/or case study facts (if a case study is under discussion). APA in text citations, reference list and sound writing mechanics are required.
Link to article:
http://fortune.com/2014/05/29/what-the-future-of-work-looks-like/
Organization behavior is the study of the functioning and performance of individuals, groups, and teams within organizations as well as the organization. Based on scientific research and empirical data, organizational behavioral theorists attempt to understand, predict, and influence behavior at all levels within the organization to make the organization more efficient (Weinclaw, R.,2013)
Have you ever had a job or an organizational experience where people didn’t get along, nobody knew what to do, everyone did nothing or what they wanted to do, and the manager or leader was difficult to get along with or just so nice no one needed to pay attention? If you have had such a job or position it wasn’t very pleasant was it? The idea of getting up and going to work or going to the next meeting was painful and the temptation to stay home, leave early, or do as little as possible to get through the day was imperative.
Now, imagine an experience in which everyone was friendly. In this instance you are more likely to be interested in going to work, doing your best, taking pride and being committed to what you do. Job performance and job commitment are critical to the success of any organization regardless of whether its purpose is making money or healing the sick. At the heart of the study of Organizational Behavior scientists and practitioners look at workplace behavior so that they can encourage and replicate the behavior that makes you want to get up and go to work. Behavior that will make the organization efficient and profitable.
Here are a few workplace examples which illustrate why it matters to study the behavior of people at work:
An engaged employee is 44% more productive than a satisfied worker, but an employee who feels inspired at work is nearly 125% more productive than a satisfied one. The companies that inspire more employees perform better than the rest. (Vozza S., 2017)
85% Percent of employees worldwide hate their jobs. 70% in the US and 94% in China hate their jobs according to a Ga.
Facilitating change in health and social care
This document discusses facilitating change in health and social care organizations. It states that change is necessary to meet the increasing expectations of service users with limited resources. To change an organization, one must understand its purpose and culture, conduct a PEST analysis, and develop strategic and operational plans. Stakeholder involvement is important, as is leadership that can guide the vision and manage the change process. Planning for change requires considering factors like resources, staff needs, and evaluating the impact on both service providers and users.
Organization Performance
This document discusses key concepts in organization theory. It outlines current challenges facing organizations like globalization, ethics, speed of change, and the digital workplace. It then defines six dimensions along which organizations can be analyzed and compared: specialization, standardization, formalization, centralization, professionalism, and personnel ratios. Specialization refers to job division and tasks, standardization is rules and procedures, formalization is use of written rules, and centralization is where decision-making power lies in the hierarchy. Professionalism measures employee education levels and personnel ratios examine staff allocation across functions.
Managers tool kit
This document discusses various tools in a manager's toolkit that can be used to analyze an organization and its external environment. It describes the 7s framework, PESTEL analysis, Porter's five forces model, and organizational control. The 7s framework examines an organization's strategy, structure, systems, shared values, style, staff, and skills. PESTEL analysis assesses political, economic, social, technological, legal and environmental factors. Porter's five forces model evaluates competitive rivalry, threat of new entrants, supplier and buyer power, and substitute threats. Organizational control involves how managers distribute control within a hierarchy. These tools provide frameworks to help managers make strategic decisions.
14Emad, this is a better effort than the other paper. Howev
1
4
Emad, this is a better effort than the other paper. However, you still have some sentences that lack clarity and are hard to understand by the reader. I made changes to the paper to help it to flow better. It is best to match this paper up with the one I change to understand better what changes and why. As I stated before, to write academically, you must write precisely and succinctly. Let me know if you have any questions. Hang in there, I know you can get this done. I am here to help! Be safe,
Ensuring Diversity in the Workforce
Emad N. Alkhadabah
Central Michigan University
Master of Science in Administration
MSA 698: Directed Administrative Portfolio
Dr. Larry F. Ross
March 28, 2021
Ensuring Diversity in the Workforce
In the workplace, diversity refers to the encompassing of different aspects of individuals such as race, ethnicity, gender, personality, education level, organization leadership occupation among other factors. Diversity can also be looked into as how people perceive themselves and others in the workplace. When an organization is having a diverse workplace, they understand the demographics and what it’s involved in such groups of people.
. When an organization does not have diversity inclusion it can pose disadvantages since there are potential lawsuits on the creation of equal employment opportunity. These legal suits are a disadvantage to any business since they tend to be costly and diverse of the organization’s resources. It can also lead to the creation of a negative perception of the customers, potential investors, and future employees. Having diversity inclusion in an organization is not enough to guarantee the success of an organization.
Diversity and transformational leadership
Diversity is connected to transformational leadership; in a diverse environment, there will be a lot of assessment that will take place because different people are involved, and this will help to monitor the work they are doing. Leaders will have to be very keen to know the kind of employees they may need assistance. The other issue connected to transformational leadership is that once many people from different parts and with different cultures are involved in the organization, they will be in a fair and healthy competition. The reason for this is because different people have different ways in which they are going to work to make sure that the organization is in safer hands and it is getting profit just as it is supposed to be doing. Another important aspect in transformational leadership is that it brings training since it enables the organization to appreciate the individual differences among the employees while at the same time providing an equal opportunity for all the employees to exercise potential regardless of their differences. This will make the organization to have a very smooth working relationship with all other employees.
When it comes to diversity training, it is supposed to target everyone in the organizat ...
14Emad, this is a better effort than the other paper. Howev
1
4
Emad, this is a better effort than the other paper. However, you still have some sentences that lack clarity and are hard to understand by the reader. I made changes to the paper to help it to flow better. It is best to match this paper up with the one I change to understand better what changes and why. As I stated before, to write academically, you must write precisely and succinctly. Let me know if you have any questions. Hang in there, I know you can get this done. I am here to help! Be safe,
Ensuring Diversity in the Workforce
Emad N. Alkhadabah
Central Michigan University
Master of Science in Administration
MSA 698: Directed Administrative Portfolio
Dr. Larry F. Ross
March 28, 2021
Ensuring Diversity in the Workforce
In the workplace, diversity refers to the encompassing of different aspects of individuals such as race, ethnicity, gender, personality, education level, organization leadership occupation among other factors. Diversity can also be looked into as how people perceive themselves and others in the workplace. When an organization is having a diverse workplace, they understand the demographics and what it’s involved in such groups of people.
. When an organization does not have diversity inclusion it can pose disadvantages since there are potential lawsuits on the creation of equal employment opportunity. These legal suits are a disadvantage to any business since they tend to be costly and diverse of the organization’s resources. It can also lead to the creation of a negative perception of the customers, potential investors, and future employees. Having diversity inclusion in an organization is not enough to guarantee the success of an organization.
Diversity and transformational leadership
Diversity is connected to transformational leadership; in a diverse environment, there will be a lot of assessment that will take place because different people are involved, and this will help to monitor the work they are doing. Leaders will have to be very keen to know the kind of employees they may need assistance. The other issue connected to transformational leadership is that once many people from different parts and with different cultures are involved in the organization, they will be in a fair and healthy competition. The reason for this is because different people have different ways in which they are going to work to make sure that the organization is in safer hands and it is getting profit just as it is supposed to be doing. Another important aspect in transformational leadership is that it brings training since it enables the organization to appreciate the individual differences among the employees while at the same time providing an equal opportunity for all the employees to exercise potential regardless of their differences. This will make the organization to have a very smooth working relationship with all other employees.
When it comes to diversity training, it is supposed to target everyone in the organizat ...
Discussion 1 Changing Factors & S.M.A.R.T. Internal and
Discussion 1
Changing Factors & S.M.A.R.T.
Internal and external factors that impact a nursing organization and its ability to change
The nursing organization is a dynamic environment that experiences several challenges. A variety of factors affect service delivery in nursing organizations (Manomenidis, Panagopoulou, & Montgomery, 2019). Accordingly, good leadership and teamwork in the sector can make a significant difference in tackling these challenges. The leaders need to perform constant evaluation processes to determine the factors affecting the organization's success and ability to change. These factors generally fall into two categories; internal and external factors. By understanding these factors, the nursing organization can provide better patient care.
The internal factors define the environment in which healthcare services are offered and the required resources for adequate service provision. Several factors are immediately evident when looking at internal challenges in an organization (Manomenidis, Panagopoulou, & Montgomery, 2019). These include communication, leadership and management styles, organizational culture and structure, employee competence, staffing, working environment, and collaborative care approach. The primary barrier to the success and ability to change in an organization is organizational culture. It focuses on the organization's values, norms, assumptions, and beliefs. Quality healthcare provision depends on practical values that support the practice.
On the other hand, the external factors include technological, legal, economic, and social-cultural elements. The nursing organization should be aware of the technological advancements in care delivery (Manomenidis, Panagopoulou, & Montgomery, 2019). Such knowledge ensures that the staff is equipped with the necessary skills to use such technology and remain competitive. Additionally, the nursing organization is affected by social-cultural elements. These encompass society characteristics like diversity and preferences. Therefore, nursing staff should deliver culturally competent care that ensures quality care to everyone despite their affiliation. Moreover, the role of the government is expanding and is a primary external factor affecting healthcare organizations.
Describe the characteristics of S.M.A.R.T. goals
Goals and objectives play a vital role in the progression of an individual's life and career. SMART is an acronym that highlights the characteristics of excellent objectives and goals (Ajibade, 2021). These goals are essential in tracking an individual's professional progress and establishing a framework for career advancement. SMART goals identify what an individual should do, the conditions to do it, and the standards to be followed in the process. Similar to other long-term projects, a solid plan is essential in managing professional paths. SMART goals are specific, measurable, achievable, relevant, and time-bound.
An individual should be specifi ...
My preliminary ideas for the Unit VIII Final Project include asses.docx
The document discusses strategies for addressing resistance to organizational change, specifically regarding implementing community policing policies within law enforcement. It emphasizes the importance of shared values, collaboration between internal and external stakeholders, and properly diagnosing problems. It argues that in order to reduce resistance and increase buy-in for changes, leaders must communicate the importance and vision for changes, involve employees in the process, and address the real issues driving any dissatisfaction with the current approach. Fostering a strong culture, obtaining input from all affected groups, and accurately identifying the root challenges are keys to facilitating meaningful and effective transformations within an organization.
ORGANISATIONAL CULTURE CAN CHANGE QUICKLY AND EASILY WITHIN MOST COMPANIES”
ORGANISATIONAL CULTURE CAN CHANGE QUICKLY AND EASILY WITHIN MOST COMPANIES”Service_supportAssignment
The development of an organization is highly dependent on analysing and identifying the key factors for concluding the effectiveness and efficiency delivered by the organization. Managers and organizations show willingness in obtaining the commitment of employees, leading towards the improvement of productivity (Schein 2010). Management authorities show willingness in introducing employee with the objectives, values and norms across the organization which is significant for understanding the culture of organization. When concerned with the development of organization, performance of employees has been identified as a backbone across the industry (Tushman 2013). The overall awareness and knowledge about the culture of organization assists in improving the ability for examining the behaviour of a company assisting in management and leadership.
As a thesis statement for this essay, “organizational culture can change easily and quickly in majority of the organizations”. The aim of this essay is to discuss the ways in which there is development of organizational culture and the impact of organizational culture on the overall performance.
Running head CSR BRIEF .docx
Running head: CSR BRIEF 1
2
CSR BRIEF
CSR BriefJared LinscombeMGT/426
December 6, 2017
Martin PayCSR Brief
Organizations can be responsible for the things that will affect the organization either internally or externally. Corporate Social Responsibility is a processed evaluation that initially aids the companies analyze and understand their responsibility to the society, customers, the surrounding as well as the staff of the organization. Walt Disney Company has grown to be the world largest entertainment and Information Company. In this “CSR Brief” summary, I will summarize Walt Disney Company culture. I will also display characteristics that have given Walt Disney Company the ability to be a learning organization as well as explain how Walt Disney Culture and learning organizational abilities support from a change initiative.
Review & Research
Culture is defined as the way people do things around here. It provides direction, whether intentional or in reality, on the things that should be done, how we should do them and as to why they are done that way. Culture pervades every firm, and it has the power to either sustain or wipe out even the most vital change strategies.
In the aftermath of the latest encounter regarding our organizational process, it was discovered that our organization was in fact utilizing the “Process” change model was it successful? In some ways I can say yes, and in others it was a communicational disaster. I can also truthfully state that having our delegation removed proved to be a lesson in not only humility but in Strategic Change, and once the decision was made the effects were swiftly and without recourse (Serrat, 2017).
Now that there are three other selected delegating agencies that will thoroughly review our departments’ decisions in the above three areas (personnel, contracting, technology). I then realized in that moment, our culture had changed.
My Company’s Ability as a Learning Organization
One may ask how you deal with such a drastic change. Was there a design model during this shift? And because we are all aware that creating a culture consist of various mindsets and attitude and behaviors (Serrat, 2017).
This change became not only a Power Culture but a Role Culture as well. Power cultures are known to be demanding of its leaders and its people within the organization. And the implementation of the Role Culture forced a non-existent collaboration among upper management and its leaders. And by doing so it did not allow a “processing time for staff and employees to process.
Did this Decision Support or Detract from a Change Initiative?
According to O’Connor (2017), “Firms need to change their structure in order for them to be able to accommodate internal expansions as well as have a chance to adjust and adapt to external factors,” I feel that this decision did indeed detract, meanin ...
Reffrnce
Our field covers all areas related to work including staffing organizations, managing people, assessment, work motivation, work-life balance, and fairness. Changes in jobs, organizations, and employment relationships will impact our progress in these areas. We need to anticipate changes in organizational structures, jobs, and worker expectations and help organizations prepare. The evolution of work presents challenges for research on new job forms, skill requirements, motivation, remote work, and talent identification. It also provides opportunities for practice to guide organizations on performance within new structures, selection, expectations, evaluation, and compensation systems.
Human Centered Approach for New Skilling Strategies
How the everchanging work environment and the digital disruption affect the workforce on an individual level?
An increase in the world’s volatility, uncertainty, complexity and ambiguity (VUCA) brings a great challenge to organizations. However, most of the prevailing research work tends to undervalue the employees’ psychosocial perspective of the VUCA challenges impacting individuals.
The aim of this concept paper is to reframe the perspective on the future of work by repositioning employees to the center of the change.
It highlights that the workforce should be recognized as a key element of a transformation, not its passive target. We introduced four employee archetypes to identify peoples’ experiences, anxieties and hopes during transformation and – based on that – designed insightful tools to help scaffold the path to the future.
Authors: Grzegorz Plezia, Pierina Tegaldo, Macarena Leiton, Agata Lech, Agnieszka Drozdzal, Marek Hyla
CRITERIANON-PERFORMANCEBASICPROFICIENTDISTINGUISHEDExpla.docx
CRITERIA
NON-PERFORMANCE
BASIC
PROFICIENT
DISTINGUISHED
Explain the health care policies that can affect emergency care.
Does not explain the health care policies that can affect emergency care.
Identifies but does not explain the health care policies that can affect emergency care.
Explains the health care policies that can affect emergency care.
Explains the health care policies that can affect emergency care and considers the effect on patient experience.
Recommend evidence-based decision-making strategies nurses can use during triage.
Does not recommend evidence-based decision-making strategies nurses can use during triage.
Identifies but does not recommend evidence-based decision-making strategies nurses can use during triage.
Recommends evidence-based decision-making strategies nurses can use during triage.
Recommends evidence-based decision-making strategies nurses can use during triage, and explains how these recommendations will result in positive patient outcomes.
Describe the moral and ethical challenges nurses can face when following hospital policies and protocols.
Does not describe the moral and ethical challenges nurses can face when following hospital policies and protocols.
Identifies but does not describe the moral and ethical challenges nurses can face when following hospital policies and protocols.
Describes the moral and ethical challenges nurses can face when following hospital policies and protocols.
Describes the moral and ethical challenges nurses can face when following hospital policies and protocols, and provides current and relevant examples.
Explain how health care disparities impact treatment decisions.
Does not explain how health care disparities can impact treatment decisions.
Identifies but does not explain how health care disparities can impact treatment decisions.
Explains how health care disparities can impact treatment decisions.
Explains how health care disparities can impact treatment decisions and illustrates with real-world examples.
Write content clearly and logically, with correct use of grammar, punctuation, and mechanics.
Does not write content clearly, logically, or with correct use of grammar, punctuation, and mechanics.
Writes with errors in clarity, logic, grammar, punctuation, or mechanics.
Writes content clearly and logically, with correct use of grammar, punctuation, and mechanics.
Writes clearly and logically, with correct use of spelling, grammar, punctuation, and mechanics, and uses relevant evidence to support a central idea.
Correctly format citations and references using APA style.
Does not format citations and references using APA style.
Formats citations and references with errors.
Correctly formats citations and references using APA style. Citations contain a few errors.
Correctly formats citations and references using APA style. Citations are free from all errors.
EMPOWER ACTION 1
EMPOWER ACTION 21
EMPOWER ACTION
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St.
Tallman withoutattachment
This document provides an overview of organizational change and development. It discusses how change is constant and occurs both internally and externally to organizations. Organizational development aims to help organizations cope with change through planned interventions and ongoing processes. The document outlines models for understanding and planning organizational change, including force field analysis. It also discusses key roles in change processes, such as change sponsors, agents, and targets. Finally, it proposes strategies for implementing change, such as gathering resources and building coalitions of support.
Organizational diagnosis
The document discusses organizational diagnosis, which involves compiling information about an organization and its employees to understand relationships and perceptions. It aims to define goals and objectives for organizational change. Several models of organizational diagnosis are described, including descriptive models like the McKinsey 7S model and normative models. Key phases of diagnosis include determining the approach, collecting and analyzing data, and providing feedback. Issues that can impact diagnosis like perceptual bias and diversity are also covered.
Corresponding Author THE IMPORTANCE OF ORGANIZ
*Corresponding Author
THE IMPORTANCE OF ORGANIZATIONAL CULTURE
FOR MANAGEMENT OF CHANGES IN A PUBLIC
ENTERPRISE
Mislav Ante Omazić
University of Zagreb,
Croatia
[email protected]
Damir Mihanović*
University North,
Croatia
[email protected]
Adriana Sopta
INA,
Croatia
[email protected]
Abstract
This paper refers to recognition of the specific organizational structure in a
public enterprise, where the existing organizational culture is compared with
the ideal culture, i.e., the culture that should support the achievement of
strategic goals. The differences between the existing and the ideal
organizational culture and their correlation were verified. The results show a
statistically significant difference between the existing and the ideal culture,
i.e., they show that there are statistically significant deviations among them.
Apart from the comparison of the overlapping and deviations between the
existing and desired (ideal) culture, the basic values/motives were analyzed
on a sample of respondents who determine and implement the strategy of
the organization. In order to clarify the changes that should occur in order to
bring the existing organizational culture closer to the ideal, the dominant
values were checked. It is interesting to see that the existing values of
strategic managers are somewhat in line with the cultural ideal that the
organization desires, but are not fully expressed in order that is expected to
realize the desired changes in culture as well in strategic achievements.
Key Words
Organizational culture; change management; organizational values, personal
values.
mailto:[email protected]
mailto:[email protected]
mailto:[email protected]
Advances in Business-Related Scientific Research Journal, Volume 11, No. 1, 2020
2
INTRODUCTION
In this paper, on the example of a 100% state-owned public company, the
assumptions of changes implementation that the organization must take to
be more successful in the realization of strategic goals in a liberalized market
are analyzed. The assumption of the change relate primarily to the
adaptation of the organizational culture recognized by the concerned
organization as its competitive advantage compared to other competitors in
a relatively complex and turbulet market.
The results of this paper can be the guideline to other similar organizations
that aim to manage change systematically and to work on the development
of their organizational culture or to those organizations that want to start the
change with the strategic elements and gradually step down to operational
ones. Considering the fact that this paper deals with the analysis of dominant
values among strategic managers, the obtained results can help
organizations to look at the behavior that is synchronized with culture and
triggers or slows down the desired changes. In other words, the presented
results can give an example to other organizations how t ...
MBA 699- Merger Integration ReportDeyanira DiazSouthern New Hampshire.docx
MBA 699: Merger Integration Report
Deyanira Diaz
Southern New Hampshire University
MBA 699: Strategic Opportunity Management
Professor Steven Farina
January 15, 2023
Contents Guiding Coalition 2 Employee attrition analysis 5 Current Employee Demographics 5 Attrition Analysis 6 Retention 8 Actionable Steps 9 Alternative Buyer Research Report 9 Current Market 9 Financial Situation 10 Recent Developments 11 Buyer Rationale 12 Acquisition Road Map 13 Acquisition-related tasks 13 Gantt Chart 13 Exit strategy recommendations and plan 14 Change management strategy 14 Summary 16 Risk 16
Guiding Coalition
As you are aware, I was chosen to join the team responsible for strategic planning to help them access the exit strategy the company is laying out. I'm excited to share information about potential collaborators and their sway over the company and the intended audience. We are all aware that change is a constant in organizations, and the success of the change will depend on how well employers and employees can adjust. Businesses must also carefully choose the people who will spearhead the change. All other interventions will have access to the market if the right leaders are chosen to influence the community (Breuer et al., 2018). Introducing the drug to the market will require supportive influence from both the internal and external markets for our business. We'll begin by choosing a team of leaders who lead the other team and give their subordinates feedback. These leaders need traits and abilities that improve the organization's reputation. Their organizational expertise, which can be gauged by the years they have worked there, will be crucial in this process. Additionally, it will be necessary for them to be enthusiastic because it will affect how well they perform. The last factor is their role, which largely affects the process because they will use their expertise to encourage participation.
The first person selected is Omar, who is the Manufacturing Director. Omar manages three departments; Supply Chain Strategies, Middle Eastern Operations and North America Operations. He is also managing 12 manufacturing plants that have 580 hourly workers. He has served the organization for three years, but his job satisfaction is rated at the highest level. Omar influences three areas in this organization; manufacturing, supply chain and operations.
I chose Omar because his influence in manufacturing is enough to provide the organization with information about the capacity and the size of the market it can serve. He is also in a position to advise the business on regulatory standards and market demand. This leader manages supply chain individuals who are in a position to understand cost-saving products. The department will be at the forefront in selecting the best partners to work with and how to satisfy their customers. Operations will also be able to take the lead in quality and regulatory adherence.
The other person to be included in this coalition is J.
The Influence of Organizational Culture, Leadership, And Motivation Towards J...
Purpose: (1) find out and analyze the influence of Leadership against employee job satisfaction, (2) to observe and analyze the influence of organizational culture towards job satisfaction employees, (3) knowing and analyzing the influence of Motivation towards job satisfaction employees, (4) knowing and analyzing the influence of Leadership on performance clerk (5) knowing and analyzing the influence of organizational culture on performance clerk, (6) knowing and analyzing the influence of Motivation on performance clerk (7) find out and analyze leadership against the performance of employees through Employee job satisfaction. (8) knowing and analyzing organizational culture towards the performance of employees through Employee job satisfaction. (9) knowing and analyzing the motivation against the performance of employees through Employee job satisfaction. (10) find out and analyze the influence of job satisfaction against the performance of employees. The research of using primary data through survey as many as 245 Employees at the Work Unit of the regional Government of the Maros Devices as samples. Research data were analyzed using Structural Equation Modeling programs (SEM). The results of this research indicate that: (1) Leadership can determine employee job satisfaction in the Work units of the device Area Government Maros, (2) organizational culture can determine the job satisfaction in the Work units of the device Area Government Maros, (3) Motivation can determine the job satisfaction in the Work units of the device Area Government Maros, (4) Leadership can not determine the performance of employees in a work unit of the device Area Government Maros , (5) organizational culture can not determine the performance of employees in a work unit of the device Area Government Maros, (6) Motivation can determine the performance of employees in a work unit of the regional Government of the Maros Device, and (7) Leadership has no effect against the performance of employees through employee job satisfaction in the Work units of the device Area Government Maros. (8) the organizational culture does not have an effect on the performance of employees through employee job satisfaction in the Work units of the device Area Government Maros. (9) the motivational effect on the performance of employees through employee job satisfaction in the Work units of the device Area Government Maros. (10) job satisfaction can determine the performance of employees in a work unit of the device Area Government Maros.
Using Online job postings and survey data to understand labour market trends
Using Online job postings and survey data to understand labour market trendsLabour Market Information Council | Conseil de l’information sur le marché du travail
[4:55 p.m.] Bryan Oates
OJPs are becoming a critical resource for policy-makers and researchers who study the labour market. LMIC continues to work with Vicinity Jobs’ data on OJPs, which can be explored in our Canadian Job Trends Dashboard. Valuable insights have been gained through our analysis of OJP data, including LMIC research lead
Suzanne Spiteri’s recent report on improving the quality and accessibility of job postings to reduce employment barriers for neurodivergent people.
Decoding job postings: Improving accessibility for neurodivergent job seekers
Improving the quality and accessibility of job postings is one way to reduce employment barriers for neurodivergent people.^%$Zone1:+971)581248768’][* Legit & Safe #Abortion #Pills #For #Sale In #Duba...
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AbstractTrends in the changing demographic platforms in differen.docx
Abstract
Trends in the changing demographic platforms in different countries have introduced diversity and multiculturalism in organizations. This analysis has explored the existing differences between workplace diversity and multiculturalism. Each of these elements has been extensively explored in this analysis using the context of a workplace. An organizational workplace diversity program can only succeed if diversity and cultural barriers are overcome. If this is not successfully accomplished, the organization will most likely register reduced performance attributed to poor communication between employees and interrelated functional units. This review has discussed how organizations stand to benefit or be limited by embracing a diverse and multicultural workforce. Multiculturalism is in essence how the organization makes provisions for each culture represented within the workforce fit within the organization’s work environment.
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In elucidating the differences between these two elements, it is important to define each element as it relates to a workplace. Diversity in the workplace can be defined as the existence of individuals with different demographic characteristics, differences in personality as well as potential. Diversity is a collective term that accounts for the glaring differences between employees as compounded within a workplace. An organization that strives to establish diversity will provide a work environment that appreciates individual differences between employees, appreciates their strengths, and establishes an empowerment platform that helps each employee to realize their full potential.
A diverse workforce will comprise employees of different age groups, gender, culture, race, religion, and many others. It is how the organization configures the workplace to allow interaction between people of diverse backgrounds that entails workplace diversity. On the other hand, multiculturalism can be defined as the presence of employees with difference cultural backgrounds and preferences within the workplace. Culture and traditions play a .
Learning Activity #1Relate to the class an experience that you h.docx
Learning Activity #1
Relate to the class an experience that you have had at work or with an organization to which you are familiar (church, school, club) that is illustrative of why we study organizational behavior. Be sure to explain the relationship between the behavior and its effect on the organization.
Learning Activity #2
Based on the ideas presented in the future of work material this week, what job do you see yourself performing in ten years? Can you describe the workplace environment?
Use only class materials in your responses. All responses even those to your classmates must have support from the material. This means any and all opinions, facts or conclusions must show support from the weekly class materials and/or case study facts (if a case study is under discussion). APA in text citations, reference list and sound writing mechanics are required.
Link to article:
http://fortune.com/2014/05/29/what-the-future-of-work-looks-like/
Organization behavior is the study of the functioning and performance of individuals, groups, and teams within organizations as well as the organization. Based on scientific research and empirical data, organizational behavioral theorists attempt to understand, predict, and influence behavior at all levels within the organization to make the organization more efficient (Weinclaw, R.,2013)
Have you ever had a job or an organizational experience where people didn’t get along, nobody knew what to do, everyone did nothing or what they wanted to do, and the manager or leader was difficult to get along with or just so nice no one needed to pay attention? If you have had such a job or position it wasn’t very pleasant was it? The idea of getting up and going to work or going to the next meeting was painful and the temptation to stay home, leave early, or do as little as possible to get through the day was imperative.
Now, imagine an experience in which everyone was friendly. In this instance you are more likely to be interested in going to work, doing your best, taking pride and being committed to what you do. Job performance and job commitment are critical to the success of any organization regardless of whether its purpose is making money or healing the sick. At the heart of the study of Organizational Behavior scientists and practitioners look at workplace behavior so that they can encourage and replicate the behavior that makes you want to get up and go to work. Behavior that will make the organization efficient and profitable.
Here are a few workplace examples which illustrate why it matters to study the behavior of people at work:
An engaged employee is 44% more productive than a satisfied worker, but an employee who feels inspired at work is nearly 125% more productive than a satisfied one. The companies that inspire more employees perform better than the rest. (Vozza S., 2017)
85% Percent of employees worldwide hate their jobs. 70% in the US and 94% in China hate their jobs according to a Ga.
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14Emad, this is a better effort than the other paper. Howev
1
4
Emad, this is a better effort than the other paper. However, you still have some sentences that lack clarity and are hard to understand by the reader. I made changes to the paper to help it to flow better. It is best to match this paper up with the one I change to understand better what changes and why. As I stated before, to write academically, you must write precisely and succinctly. Let me know if you have any questions. Hang in there, I know you can get this done. I am here to help! Be safe,
Ensuring Diversity in the Workforce
Emad N. Alkhadabah
Central Michigan University
Master of Science in Administration
MSA 698: Directed Administrative Portfolio
Dr. Larry F. Ross
March 28, 2021
Ensuring Diversity in the Workforce
In the workplace, diversity refers to the encompassing of different aspects of individuals such as race, ethnicity, gender, personality, education level, organization leadership occupation among other factors. Diversity can also be looked into as how people perceive themselves and others in the workplace. When an organization is having a diverse workplace, they understand the demographics and what it’s involved in such groups of people.
. When an organization does not have diversity inclusion it can pose disadvantages since there are potential lawsuits on the creation of equal employment opportunity. These legal suits are a disadvantage to any business since they tend to be costly and diverse of the organization’s resources. It can also lead to the creation of a negative perception of the customers, potential investors, and future employees. Having diversity inclusion in an organization is not enough to guarantee the success of an organization.
Diversity and transformational leadership
Diversity is connected to transformational leadership; in a diverse environment, there will be a lot of assessment that will take place because different people are involved, and this will help to monitor the work they are doing. Leaders will have to be very keen to know the kind of employees they may need assistance. The other issue connected to transformational leadership is that once many people from different parts and with different cultures are involved in the organization, they will be in a fair and healthy competition. The reason for this is because different people have different ways in which they are going to work to make sure that the organization is in safer hands and it is getting profit just as it is supposed to be doing. Another important aspect in transformational leadership is that it brings training since it enables the organization to appreciate the individual differences among the employees while at the same time providing an equal opportunity for all the employees to exercise potential regardless of their differences. This will make the organization to have a very smooth working relationship with all other employees.
When it comes to diversity training, it is supposed to target everyone in the organizat ...
14Emad, this is a better effort than the other paper. Howev
1
4
Emad, this is a better effort than the other paper. However, you still have some sentences that lack clarity and are hard to understand by the reader. I made changes to the paper to help it to flow better. It is best to match this paper up with the one I change to understand better what changes and why. As I stated before, to write academically, you must write precisely and succinctly. Let me know if you have any questions. Hang in there, I know you can get this done. I am here to help! Be safe,
Ensuring Diversity in the Workforce
Emad N. Alkhadabah
Central Michigan University
Master of Science in Administration
MSA 698: Directed Administrative Portfolio
Dr. Larry F. Ross
March 28, 2021
Ensuring Diversity in the Workforce
In the workplace, diversity refers to the encompassing of different aspects of individuals such as race, ethnicity, gender, personality, education level, organization leadership occupation among other factors. Diversity can also be looked into as how people perceive themselves and others in the workplace. When an organization is having a diverse workplace, they understand the demographics and what it’s involved in such groups of people.
. When an organization does not have diversity inclusion it can pose disadvantages since there are potential lawsuits on the creation of equal employment opportunity. These legal suits are a disadvantage to any business since they tend to be costly and diverse of the organization’s resources. It can also lead to the creation of a negative perception of the customers, potential investors, and future employees. Having diversity inclusion in an organization is not enough to guarantee the success of an organization.
Diversity and transformational leadership
Diversity is connected to transformational leadership; in a diverse environment, there will be a lot of assessment that will take place because different people are involved, and this will help to monitor the work they are doing. Leaders will have to be very keen to know the kind of employees they may need assistance. The other issue connected to transformational leadership is that once many people from different parts and with different cultures are involved in the organization, they will be in a fair and healthy competition. The reason for this is because different people have different ways in which they are going to work to make sure that the organization is in safer hands and it is getting profit just as it is supposed to be doing. Another important aspect in transformational leadership is that it brings training since it enables the organization to appreciate the individual differences among the employees while at the same time providing an equal opportunity for all the employees to exercise potential regardless of their differences. This will make the organization to have a very smooth working relationship with all other employees.
When it comes to diversity training, it is supposed to target everyone in the organizat ...
Discussion 1 Changing Factors & S.M.A.R.T. Internal and
Discussion 1
Changing Factors & S.M.A.R.T.
Internal and external factors that impact a nursing organization and its ability to change
The nursing organization is a dynamic environment that experiences several challenges. A variety of factors affect service delivery in nursing organizations (Manomenidis, Panagopoulou, & Montgomery, 2019). Accordingly, good leadership and teamwork in the sector can make a significant difference in tackling these challenges. The leaders need to perform constant evaluation processes to determine the factors affecting the organization's success and ability to change. These factors generally fall into two categories; internal and external factors. By understanding these factors, the nursing organization can provide better patient care.
The internal factors define the environment in which healthcare services are offered and the required resources for adequate service provision. Several factors are immediately evident when looking at internal challenges in an organization (Manomenidis, Panagopoulou, & Montgomery, 2019). These include communication, leadership and management styles, organizational culture and structure, employee competence, staffing, working environment, and collaborative care approach. The primary barrier to the success and ability to change in an organization is organizational culture. It focuses on the organization's values, norms, assumptions, and beliefs. Quality healthcare provision depends on practical values that support the practice.
On the other hand, the external factors include technological, legal, economic, and social-cultural elements. The nursing organization should be aware of the technological advancements in care delivery (Manomenidis, Panagopoulou, & Montgomery, 2019). Such knowledge ensures that the staff is equipped with the necessary skills to use such technology and remain competitive. Additionally, the nursing organization is affected by social-cultural elements. These encompass society characteristics like diversity and preferences. Therefore, nursing staff should deliver culturally competent care that ensures quality care to everyone despite their affiliation. Moreover, the role of the government is expanding and is a primary external factor affecting healthcare organizations.
Describe the characteristics of S.M.A.R.T. goals
Goals and objectives play a vital role in the progression of an individual's life and career. SMART is an acronym that highlights the characteristics of excellent objectives and goals (Ajibade, 2021). These goals are essential in tracking an individual's professional progress and establishing a framework for career advancement. SMART goals identify what an individual should do, the conditions to do it, and the standards to be followed in the process. Similar to other long-term projects, a solid plan is essential in managing professional paths. SMART goals are specific, measurable, achievable, relevant, and time-bound.
An individual should be specifi ...
My preliminary ideas for the Unit VIII Final Project include asses.docx
The document discusses strategies for addressing resistance to organizational change, specifically regarding implementing community policing policies within law enforcement. It emphasizes the importance of shared values, collaboration between internal and external stakeholders, and properly diagnosing problems. It argues that in order to reduce resistance and increase buy-in for changes, leaders must communicate the importance and vision for changes, involve employees in the process, and address the real issues driving any dissatisfaction with the current approach. Fostering a strong culture, obtaining input from all affected groups, and accurately identifying the root challenges are keys to facilitating meaningful and effective transformations within an organization.
ORGANISATIONAL CULTURE CAN CHANGE QUICKLY AND EASILY WITHIN MOST COMPANIES”
ORGANISATIONAL CULTURE CAN CHANGE QUICKLY AND EASILY WITHIN MOST COMPANIES”Service_supportAssignment
The development of an organization is highly dependent on analysing and identifying the key factors for concluding the effectiveness and efficiency delivered by the organization. Managers and organizations show willingness in obtaining the commitment of employees, leading towards the improvement of productivity (Schein 2010). Management authorities show willingness in introducing employee with the objectives, values and norms across the organization which is significant for understanding the culture of organization. When concerned with the development of organization, performance of employees has been identified as a backbone across the industry (Tushman 2013). The overall awareness and knowledge about the culture of organization assists in improving the ability for examining the behaviour of a company assisting in management and leadership.
As a thesis statement for this essay, “organizational culture can change easily and quickly in majority of the organizations”. The aim of this essay is to discuss the ways in which there is development of organizational culture and the impact of organizational culture on the overall performance.
Running head CSR BRIEF .docx
Running head: CSR BRIEF 1
2
CSR BRIEF
CSR BriefJared LinscombeMGT/426
December 6, 2017
Martin PayCSR Brief
Organizations can be responsible for the things that will affect the organization either internally or externally. Corporate Social Responsibility is a processed evaluation that initially aids the companies analyze and understand their responsibility to the society, customers, the surrounding as well as the staff of the organization. Walt Disney Company has grown to be the world largest entertainment and Information Company. In this “CSR Brief” summary, I will summarize Walt Disney Company culture. I will also display characteristics that have given Walt Disney Company the ability to be a learning organization as well as explain how Walt Disney Culture and learning organizational abilities support from a change initiative.
Review & Research
Culture is defined as the way people do things around here. It provides direction, whether intentional or in reality, on the things that should be done, how we should do them and as to why they are done that way. Culture pervades every firm, and it has the power to either sustain or wipe out even the most vital change strategies.
In the aftermath of the latest encounter regarding our organizational process, it was discovered that our organization was in fact utilizing the “Process” change model was it successful? In some ways I can say yes, and in others it was a communicational disaster. I can also truthfully state that having our delegation removed proved to be a lesson in not only humility but in Strategic Change, and once the decision was made the effects were swiftly and without recourse (Serrat, 2017).
Now that there are three other selected delegating agencies that will thoroughly review our departments’ decisions in the above three areas (personnel, contracting, technology). I then realized in that moment, our culture had changed.
My Company’s Ability as a Learning Organization
One may ask how you deal with such a drastic change. Was there a design model during this shift? And because we are all aware that creating a culture consist of various mindsets and attitude and behaviors (Serrat, 2017).
This change became not only a Power Culture but a Role Culture as well. Power cultures are known to be demanding of its leaders and its people within the organization. And the implementation of the Role Culture forced a non-existent collaboration among upper management and its leaders. And by doing so it did not allow a “processing time for staff and employees to process.
Did this Decision Support or Detract from a Change Initiative?
According to O’Connor (2017), “Firms need to change their structure in order for them to be able to accommodate internal expansions as well as have a chance to adjust and adapt to external factors,” I feel that this decision did indeed detract, meanin ...
Reffrnce
Our field covers all areas related to work including staffing organizations, managing people, assessment, work motivation, work-life balance, and fairness. Changes in jobs, organizations, and employment relationships will impact our progress in these areas. We need to anticipate changes in organizational structures, jobs, and worker expectations and help organizations prepare. The evolution of work presents challenges for research on new job forms, skill requirements, motivation, remote work, and talent identification. It also provides opportunities for practice to guide organizations on performance within new structures, selection, expectations, evaluation, and compensation systems.
Human Centered Approach for New Skilling Strategies
How the everchanging work environment and the digital disruption affect the workforce on an individual level?
An increase in the world’s volatility, uncertainty, complexity and ambiguity (VUCA) brings a great challenge to organizations. However, most of the prevailing research work tends to undervalue the employees’ psychosocial perspective of the VUCA challenges impacting individuals.
The aim of this concept paper is to reframe the perspective on the future of work by repositioning employees to the center of the change.
It highlights that the workforce should be recognized as a key element of a transformation, not its passive target. We introduced four employee archetypes to identify peoples’ experiences, anxieties and hopes during transformation and – based on that – designed insightful tools to help scaffold the path to the future.
Authors: Grzegorz Plezia, Pierina Tegaldo, Macarena Leiton, Agata Lech, Agnieszka Drozdzal, Marek Hyla
CRITERIANON-PERFORMANCEBASICPROFICIENTDISTINGUISHEDExpla.docx
CRITERIA
NON-PERFORMANCE
BASIC
PROFICIENT
DISTINGUISHED
Explain the health care policies that can affect emergency care.
Does not explain the health care policies that can affect emergency care.
Identifies but does not explain the health care policies that can affect emergency care.
Explains the health care policies that can affect emergency care.
Explains the health care policies that can affect emergency care and considers the effect on patient experience.
Recommend evidence-based decision-making strategies nurses can use during triage.
Does not recommend evidence-based decision-making strategies nurses can use during triage.
Identifies but does not recommend evidence-based decision-making strategies nurses can use during triage.
Recommends evidence-based decision-making strategies nurses can use during triage.
Recommends evidence-based decision-making strategies nurses can use during triage, and explains how these recommendations will result in positive patient outcomes.
Describe the moral and ethical challenges nurses can face when following hospital policies and protocols.
Does not describe the moral and ethical challenges nurses can face when following hospital policies and protocols.
Identifies but does not describe the moral and ethical challenges nurses can face when following hospital policies and protocols.
Describes the moral and ethical challenges nurses can face when following hospital policies and protocols.
Describes the moral and ethical challenges nurses can face when following hospital policies and protocols, and provides current and relevant examples.
Explain how health care disparities impact treatment decisions.
Does not explain how health care disparities can impact treatment decisions.
Identifies but does not explain how health care disparities can impact treatment decisions.
Explains how health care disparities can impact treatment decisions.
Explains how health care disparities can impact treatment decisions and illustrates with real-world examples.
Write content clearly and logically, with correct use of grammar, punctuation, and mechanics.
Does not write content clearly, logically, or with correct use of grammar, punctuation, and mechanics.
Writes with errors in clarity, logic, grammar, punctuation, or mechanics.
Writes content clearly and logically, with correct use of grammar, punctuation, and mechanics.
Writes clearly and logically, with correct use of spelling, grammar, punctuation, and mechanics, and uses relevant evidence to support a central idea.
Correctly format citations and references using APA style.
Does not format citations and references using APA style.
Formats citations and references with errors.
Correctly formats citations and references using APA style. Citations contain a few errors.
Correctly formats citations and references using APA style. Citations are free from all errors.
EMPOWER ACTION 1
EMPOWER ACTION 21
EMPOWER ACTION
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This document provides an overview of organizational change and development. It discusses how change is constant and occurs both internally and externally to organizations. Organizational development aims to help organizations cope with change through planned interventions and ongoing processes. The document outlines models for understanding and planning organizational change, including force field analysis. It also discusses key roles in change processes, such as change sponsors, agents, and targets. Finally, it proposes strategies for implementing change, such as gathering resources and building coalitions of support.
Organizational diagnosis
The document discusses organizational diagnosis, which involves compiling information about an organization and its employees to understand relationships and perceptions. It aims to define goals and objectives for organizational change. Several models of organizational diagnosis are described, including descriptive models like the McKinsey 7S model and normative models. Key phases of diagnosis include determining the approach, collecting and analyzing data, and providing feedback. Issues that can impact diagnosis like perceptual bias and diversity are also covered.
Corresponding Author THE IMPORTANCE OF ORGANIZ
*Corresponding Author
THE IMPORTANCE OF ORGANIZATIONAL CULTURE
FOR MANAGEMENT OF CHANGES IN A PUBLIC
ENTERPRISE
Mislav Ante Omazić
University of Zagreb,
Croatia
[email protected]
Damir Mihanović*
University North,
Croatia
[email protected]
Adriana Sopta
INA,
Croatia
[email protected]
Abstract
This paper refers to recognition of the specific organizational structure in a
public enterprise, where the existing organizational culture is compared with
the ideal culture, i.e., the culture that should support the achievement of
strategic goals. The differences between the existing and the ideal
organizational culture and their correlation were verified. The results show a
statistically significant difference between the existing and the ideal culture,
i.e., they show that there are statistically significant deviations among them.
Apart from the comparison of the overlapping and deviations between the
existing and desired (ideal) culture, the basic values/motives were analyzed
on a sample of respondents who determine and implement the strategy of
the organization. In order to clarify the changes that should occur in order to
bring the existing organizational culture closer to the ideal, the dominant
values were checked. It is interesting to see that the existing values of
strategic managers are somewhat in line with the cultural ideal that the
organization desires, but are not fully expressed in order that is expected to
realize the desired changes in culture as well in strategic achievements.
Key Words
Organizational culture; change management; organizational values, personal
values.
mailto:[email protected]
mailto:[email protected]
mailto:[email protected]
Advances in Business-Related Scientific Research Journal, Volume 11, No. 1, 2020
2
INTRODUCTION
In this paper, on the example of a 100% state-owned public company, the
assumptions of changes implementation that the organization must take to
be more successful in the realization of strategic goals in a liberalized market
are analyzed. The assumption of the change relate primarily to the
adaptation of the organizational culture recognized by the concerned
organization as its competitive advantage compared to other competitors in
a relatively complex and turbulet market.
The results of this paper can be the guideline to other similar organizations
that aim to manage change systematically and to work on the development
of their organizational culture or to those organizations that want to start the
change with the strategic elements and gradually step down to operational
ones. Considering the fact that this paper deals with the analysis of dominant
values among strategic managers, the obtained results can help
organizations to look at the behavior that is synchronized with culture and
triggers or slows down the desired changes. In other words, the presented
results can give an example to other organizations how t ...
MBA 699- Merger Integration ReportDeyanira DiazSouthern New Hampshire.docx
MBA 699: Merger Integration Report
Deyanira Diaz
Southern New Hampshire University
MBA 699: Strategic Opportunity Management
Professor Steven Farina
January 15, 2023
Contents Guiding Coalition 2 Employee attrition analysis 5 Current Employee Demographics 5 Attrition Analysis 6 Retention 8 Actionable Steps 9 Alternative Buyer Research Report 9 Current Market 9 Financial Situation 10 Recent Developments 11 Buyer Rationale 12 Acquisition Road Map 13 Acquisition-related tasks 13 Gantt Chart 13 Exit strategy recommendations and plan 14 Change management strategy 14 Summary 16 Risk 16
Guiding Coalition
As you are aware, I was chosen to join the team responsible for strategic planning to help them access the exit strategy the company is laying out. I'm excited to share information about potential collaborators and their sway over the company and the intended audience. We are all aware that change is a constant in organizations, and the success of the change will depend on how well employers and employees can adjust. Businesses must also carefully choose the people who will spearhead the change. All other interventions will have access to the market if the right leaders are chosen to influence the community (Breuer et al., 2018). Introducing the drug to the market will require supportive influence from both the internal and external markets for our business. We'll begin by choosing a team of leaders who lead the other team and give their subordinates feedback. These leaders need traits and abilities that improve the organization's reputation. Their organizational expertise, which can be gauged by the years they have worked there, will be crucial in this process. Additionally, it will be necessary for them to be enthusiastic because it will affect how well they perform. The last factor is their role, which largely affects the process because they will use their expertise to encourage participation.
The first person selected is Omar, who is the Manufacturing Director. Omar manages three departments; Supply Chain Strategies, Middle Eastern Operations and North America Operations. He is also managing 12 manufacturing plants that have 580 hourly workers. He has served the organization for three years, but his job satisfaction is rated at the highest level. Omar influences three areas in this organization; manufacturing, supply chain and operations.
I chose Omar because his influence in manufacturing is enough to provide the organization with information about the capacity and the size of the market it can serve. He is also in a position to advise the business on regulatory standards and market demand. This leader manages supply chain individuals who are in a position to understand cost-saving products. The department will be at the forefront in selecting the best partners to work with and how to satisfy their customers. Operations will also be able to take the lead in quality and regulatory adherence.
The other person to be included in this coalition is J.
The Influence of Organizational Culture, Leadership, And Motivation Towards J...
Purpose: (1) find out and analyze the influence of Leadership against employee job satisfaction, (2) to observe and analyze the influence of organizational culture towards job satisfaction employees, (3) knowing and analyzing the influence of Motivation towards job satisfaction employees, (4) knowing and analyzing the influence of Leadership on performance clerk (5) knowing and analyzing the influence of organizational culture on performance clerk, (6) knowing and analyzing the influence of Motivation on performance clerk (7) find out and analyze leadership against the performance of employees through Employee job satisfaction. (8) knowing and analyzing organizational culture towards the performance of employees through Employee job satisfaction. (9) knowing and analyzing the motivation against the performance of employees through Employee job satisfaction. (10) find out and analyze the influence of job satisfaction against the performance of employees. The research of using primary data through survey as many as 245 Employees at the Work Unit of the regional Government of the Maros Devices as samples. Research data were analyzed using Structural Equation Modeling programs (SEM). The results of this research indicate that: (1) Leadership can determine employee job satisfaction in the Work units of the device Area Government Maros, (2) organizational culture can determine the job satisfaction in the Work units of the device Area Government Maros, (3) Motivation can determine the job satisfaction in the Work units of the device Area Government Maros, (4) Leadership can not determine the performance of employees in a work unit of the device Area Government Maros , (5) organizational culture can not determine the performance of employees in a work unit of the device Area Government Maros, (6) Motivation can determine the performance of employees in a work unit of the regional Government of the Maros Device, and (7) Leadership has no effect against the performance of employees through employee job satisfaction in the Work units of the device Area Government Maros. (8) the organizational culture does not have an effect on the performance of employees through employee job satisfaction in the Work units of the device Area Government Maros. (9) the motivational effect on the performance of employees through employee job satisfaction in the Work units of the device Area Government Maros. (10) job satisfaction can determine the performance of employees in a work unit of the device Area Government Maros.
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14Emad, this is a better effort than the other paper. Howev
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Discussion 1 Changing Factors & S.M.A.R.T. Internal and
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ORGANISATIONAL CULTURE CAN CHANGE QUICKLY AND EASILY WITHIN MOST COMPANIES”
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Importance: NIM serves as a critical measure of a financial institution's profitability and operational efficiency. It reflects how effectively the institution is utilizing its interest-earning assets to generate income while managing interest costs.
What's a worker’s market? Job quality and labour market tightness
What's a worker’s market? Job quality and labour market tightnessLabour Market Information Council | Conseil de l’information sur le marché du travail
In a tight labour market, job-seekers gain bargaining power and leverage it into greater job quality—at least, that’s the conventional wisdom.
Michael, LMIC Economist, presented findings that reveal a weakened relationship between labour market tightness and job quality indicators following the pandemic. Labour market tightness coincided with growth in real wages for only a portion of workers: those in low-wage jobs requiring little education. Several factors—including labour market composition, worker and employer behaviour, and labour market practices—have contributed to the absence of worker benefits. These will be investigated further in future work.一比一原版(RMIT毕业证)皇家墨尔本理工大学毕业证如何办理
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University of North Carolina at Charlotte degree offer diploma Transcript
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AGENDA
- 1. AGENDA for proposed solution which can convey how the nature of work is changing and what your country/sector governments can do to prepare and support their workforces Our purpose is to clarify the terms of this debate by providing guidance on how to understand changes in work and effectively assess their implications for the changing structure of occupations in India. We then delineate the implications of our findings about the changing nature of work for developing tools and approaches to occupational analysis and classification. Our intent is to sort through what is changing and what is not in order to provide an interpretive framework that will aid both organizational decision makers and members of the workforce as they contemplate decisions about career selection and progression. We suggest that by better understanding the full array of forces affecting work and further developing the occupational analysis tools to take account of these changes, decision makers may be better equipped to shape work, occupations, and organizations for generations to come. Indeed, a better understanding of how the forces driving change interact with labor market policies and institutions and with organizational and individual decisions can give decision makers greater control over the future of work and its consequences for individuals, organizations, and society.