Garden state shrm copyright slides for thank and grow richLisa Ryan
This document discusses how to increase employee engagement in the workplace. It introduces the T.H.A.N.K. framework, which stands for Trust, Help, Applaud, Navigate, and Know. Each letter provides strategies for managers to build trust with employees, help them grow, applaud their work, help them balance work and personal life, and get to know them as individuals. Research cited finds that engaged employees are safer, more productive, and less likely to leave their jobs. The document encourages expressing gratitude to improve employee satisfaction and engagement.
Employee Alignment is a critical factor in driving strategic execution. A strategy plan such as a balanced scorecard is not enough because it doesn't define specific employee performance objectives aligned to the strategy. Goal setting is not so much about using the right software, it is about executive and management capability in setting and communicating strategic alignment.
The document discusses employee engagement and provides strategies for improving it. It notes that disengaged employees cost companies money and that employee engagement is not created by high salaries, satisfaction, or away days alone. The document introduces a model called the "extraMILE" model that identifies eight factors that create employee engagement: leadership, infrastructure, motives, efficacy, brand, culture, alignment, and performance. It then outlines a journey an organization can take using the extraMILE model and tools to assess, improve, and sustain high levels of employee engagement. A case study is presented of a company that used the extraMILE program and increased employee engagement by over 7.5% in 12 months.
JJ Resnick - Understand about leadership skillsjjresnick
A leader is a person who takes his team out of the problem and gives them enough opportunities so that they can have given better results to an organization in the long run.
Steven is the new CEO of TechNow, a tech startup that was recently acquired by AMX Inc. His challenge is to integrate TechNow into the larger company and scale up operations while many employees are unhappy about the founder selling the company. Steven decides to use the Mirror Mirror process to quickly get alignment with TechNow's leadership team on his vision for the company. The structured three-step process helps the leadership team clarify their views and become aligned with and supportive of Steven's plans to professionalize operations in order to drive growth.
5 Ways Managers Inspire Great PerformanceVAtWorkboard
Managing is hard work, no matter what level of management you’re at. There are expectations to meet from above and below, and plenty of pressure. Driving accountability and delivering results aren’t easy; in fact, most managers experience higher stress than non-managers and it increases the more senior they are. It can be a pretty thankless job sometimes… here are 5 ways that managers inspire great performance!
To get more tips about being a great manager, check out http://www.workboard.com/blog/.
Garden state shrm copyright slides for thank and grow richLisa Ryan
This document discusses how to increase employee engagement in the workplace. It introduces the T.H.A.N.K. framework, which stands for Trust, Help, Applaud, Navigate, and Know. Each letter provides strategies for managers to build trust with employees, help them grow, applaud their work, help them balance work and personal life, and get to know them as individuals. Research cited finds that engaged employees are safer, more productive, and less likely to leave their jobs. The document encourages expressing gratitude to improve employee satisfaction and engagement.
Employee Alignment is a critical factor in driving strategic execution. A strategy plan such as a balanced scorecard is not enough because it doesn't define specific employee performance objectives aligned to the strategy. Goal setting is not so much about using the right software, it is about executive and management capability in setting and communicating strategic alignment.
The document discusses employee engagement and provides strategies for improving it. It notes that disengaged employees cost companies money and that employee engagement is not created by high salaries, satisfaction, or away days alone. The document introduces a model called the "extraMILE" model that identifies eight factors that create employee engagement: leadership, infrastructure, motives, efficacy, brand, culture, alignment, and performance. It then outlines a journey an organization can take using the extraMILE model and tools to assess, improve, and sustain high levels of employee engagement. A case study is presented of a company that used the extraMILE program and increased employee engagement by over 7.5% in 12 months.
JJ Resnick - Understand about leadership skillsjjresnick
A leader is a person who takes his team out of the problem and gives them enough opportunities so that they can have given better results to an organization in the long run.
Steven is the new CEO of TechNow, a tech startup that was recently acquired by AMX Inc. His challenge is to integrate TechNow into the larger company and scale up operations while many employees are unhappy about the founder selling the company. Steven decides to use the Mirror Mirror process to quickly get alignment with TechNow's leadership team on his vision for the company. The structured three-step process helps the leadership team clarify their views and become aligned with and supportive of Steven's plans to professionalize operations in order to drive growth.
5 Ways Managers Inspire Great PerformanceVAtWorkboard
Managing is hard work, no matter what level of management you’re at. There are expectations to meet from above and below, and plenty of pressure. Driving accountability and delivering results aren’t easy; in fact, most managers experience higher stress than non-managers and it increases the more senior they are. It can be a pretty thankless job sometimes… here are 5 ways that managers inspire great performance!
To get more tips about being a great manager, check out http://www.workboard.com/blog/.
Marvin Consulting Group provides executive leadership and strategy consulting services to help companies successfully implement their business strategies. They assess clients' business plans and organizational capabilities, and help develop leadership teams and processes that align culture and actions with defined strategies. Their services are designed to close the gap between strategies on paper and how they are carried out by addressing the human factors like leadership, teamwork, and culture that influence successful execution.
The document discusses the importance of goal setting for organizations. It states that goals provide direction, measure progress, help make visions attainable, clarify roles, and motivate achievement. When setting goals, it's best to focus on the most important goals that are relevant to the organization's mission. Goals should be SMART (specific, measurable, attainable, relevant, and time-bound). Visions are also important as they energize people and inspire action, though visions are difficult to achieve without clear goals. The document then outlines some specific goals and visions for confidence, team spirit, knowledge, energy, leadership, and profitability.
This document discusses key aspects of effective teamwork. It notes that teams are most successful when composed of individuals with diverse skills who share responsibilities and goals. It emphasizes the importance of interpersonal relationships between team members built on trust and understanding of a team's purpose. The document also cautions that too much competition within a team can be detrimental and limit collaboration, and recommends involving team members in goal setting to boost engagement. Finally, it acknowledges teamwork can be difficult but finding solutions to problems can lead to organizational success.
Mark is an engaging communicator who is poised, capable of motivating others, and has a strong sense of urgency and initiative to get things done by working with and through people. He understands people well and is able to influence and persuade them. As an impatient "doer" and decision-maker, Mark delegates details and responsibility when necessary. He is self-assured, extroverted, and has an invigorating impact on people through his gregarious nature and "selling" approach. To be effective, Mark prefers variety, independence, opportunities for advancement where he can utilize his skills, and recognition for his achievements.
The document outlines 10 qualities of an effective project manager: 1) inspires team members and envisions project success, 2) effectively communicates goals and responsibilities, and 3) earns trust through ethical practices. Additional qualities include demonstrating proficiency in motivating teams, displaying enthusiasm, delegating tasks, solving problems calmly, building team skills, and showing empathy for team members' lives outside work.
Diseño de equipos anticípate a los problemas lucas cervera(lab18-1715)SalonMiEmpresa
This document discusses team design and outlines steps for building an effective startup team. It recommends determining the number of founders needed based on their skills and expectations. Key aspects of team design include problem management, decision making, team alignment, roles, responsibilities, and a partner agreement. The document also suggests testing the team design by imagining scenarios and gathering feedback.
The Five Behaviors of a Cohesive Team is an assessment-based learning experience designed especially for intact teams and work groups to discover the value of cohesiveness.
The document discusses how to select the right SEM company by viewing it as forming a relationship. It explains that successful relationships are based on understanding mutual motivations and ensuring both parties are a good match in terms of their service models, experience, size, pace, and specialization. The document provides examples of different agency scenarios and advises asking questions to evaluate the agency's differentiation, people, technology, methodology, experience, and communication practices.
Christina Marie Cooper worked on a marketing campaign project for a beer called 425 PALE ALE as part of her Public Relations Management and Campaigns class at Washington State University. She demonstrated leadership and vision in crafting arguments to support recommendations for the campaign. Her presentation and interpersonal skills helped blend market data with an understandable presentation of the campaign conclusions. The company is considering implementing many of the campaign conclusions into their overall messaging and marketing tactics due to her work. Her employer was highly impressed with her work ethic, leadership abilities, and contributions to the team.
The document discusses the five dimensions of organizational trust: executive to everybody else, manager to employee, peer to peer, company to vendors/partners, and company to market. It defines trust as having integrity, competence, and compassion. Each dimension of trust is important for collaboration, effectiveness, and an organization achieving its mission. Raising levels of trust involves consistent behavior, open communication, transparency, accountability, and focusing on win-win outcomes rather than individual interests.
CEE Key Note Presentation on "Authenticity Matters: Developing Authentic Relationships at the Workplace"
For the list of topics of CEE Key Note Sessions, please visit http://www.cee-global.com/keynote/
For Testimonials, visit http://www.cee-global.com/testimonials/
We know that healthy, respectful, and trusting teacher-student relationships nearly double the rate at which a student can learn. While not measured in the same fashion, building rapport and trust among adults has been proven to garner powerful results in businesses and schools/systems alike, and is an essential component in creating a culture of achievement. Using the latest research, this session will identify ways to propel your school, district, or organization towards success by improving your trust and communication skills with your colleagues, direct reports, and supervisors.
Trust Building as the Cornerstone of Effective Leadership | Enterprise WiredEnterprise Wired
This comprehensive exploration delves into the significance of trust building in leadership, examining its definition, key elements, strategies, and the profound impact it has on fostering collaboration, innovation, and sustained success within an organization.
The In Flow Communication Skills Accelerator Dominic Colenso
Discover how our unique communication skills accelerator programme can help your business increase productivity, engagement and profit.
www.inflow.global
What are team-building skills and why are they important.pdfEnergize Singapore
Team-building abilities allow you to assist individual employees in investing and working in a cohesive group that shares a common goal and accomplishments. Every member of an effective team believes that their input is valued and that they have influence when setting goals and developing plans to achieve them. A team can collaborate to achieve its goals after deciding on the group's objectives and the steps it should take to achieve them.
DQ4-1 Responses Trust is the most important element in any rel.docxmadlynplamondon
DQ4-1 Responses
Trust is the most important element in any relationship. Without trust, misunderstandings, clashes and conflicts are bound to happen which can affect any relationship whether it is personal or professional. In an organization, trust is one of the most valued elements which can be used to gain follower ship and support of the workforce. A positive example is when a manager trusts his employee to lead a project, it will automatically motivate the employee to work harder and to prove himself trustworthy to the manager. This would not only help in bringing down the employee turnover rate but will help in improving the efficiency and productivity of the workforce. On the contrary, when employees feel that they are not being trusted with leading jobs, they will feel unmotivated which might affect their performance and the overall productivity in the organization.
Yvette
https://smallbusiness.chron.com/effective-communication-organization-1400.html
2.
Re: Topic 4 DQ 1
Trust is the most important element in any relationship. Without trust, misunderstandings, clashes and conflicts are bound to happen which can affect any relationship whether it is personal or professional. In an organization, trust is one of the most valued elements which can be used to gain follower ship and support of the workforce. A positive example is when a manager trusts his employee to lead a project, it will automatically motivate the employee to work harder and to prove himself trustworthy to the manager. This would not only help in bringing down the employee turnover rate but will help in improving the efficiency and productivity of the workforce. On the contrary, when employees feel that they are not being trusted with leading jobs, they will feel unmotivated which might affect their performance and the overall productivity in the organization.
Yvette
https://smallbusiness.chron.com/effective-communication-organization-1400.html
3.
n business , organizations need to have a good relationship with each other in order to have a successful partnership; one of the main factors of a good relationship is trust. According to Piricz, (2018) trust is so important because it can be used as a marker of the satisfaction an organization has with another or even their displeasure.
Trust decides how frequently groups work together and the value placed on each transaction in a business perspective. In the example of nonprofits, an annual partnership of five years and successful events working towards the same goal, has a higher level of trust than a first-time partnership with mixed results. Should both organizations ask the partnering organization to collaborate on a project, that business would choose the one of five years over the one-time partnership, (Piricz, 2018).
Trust on a personal level between the people in an organization and working with other organizations assists in negotiating terms, conditions, and limits. A trusted leader can inspire more follower ...
20 Things That Will Make You a Powerfully Influential LeaderKris Fannin
This document provides 20 tips for becoming a powerfully influential leader. The top tips include being authentic and admitting mistakes, building trust through transparency and consistency, empowering employees appropriately, and focusing on relationship building over bureaucracy. Influential leaders demonstrate loyalty, give clear expectations, and allocate more resources to average and low performers in order to build their influence throughout the organization.
8 Effective Tips to Improve Business Communication Skills.pdfClosecall
Effective business communication skills are strong pillars of any successful business organisation, as they help with the seamless execution of both major and minor business tasks.
Leadership Trust_ Five Proven Tactics.pdfDavid Bovino
The most effective way to build trust and earn respect is to lead by example. Demonstrating the behaviors and values expected of others, such as integrity, fairness, and respect, sets a powerful precedent.
Steven Cohen outlines his qualifications for being a key contributor to an organization. He has 16 key attributes that include being a strategic thinker, having strong salesmanship skills, and possessing integrity. Cohen believes he can help companies achieve both short and long term goals. He works well in a team environment and is passionate about building company culture and developing employees. Cohen's motivation and attitude help him contribute at a high level.
Marvin Consulting Group provides executive leadership and strategy consulting services to help companies successfully implement their business strategies. They assess clients' business plans and organizational capabilities, and help develop leadership teams and processes that align culture and actions with defined strategies. Their services are designed to close the gap between strategies on paper and how they are carried out by addressing the human factors like leadership, teamwork, and culture that influence successful execution.
The document discusses the importance of goal setting for organizations. It states that goals provide direction, measure progress, help make visions attainable, clarify roles, and motivate achievement. When setting goals, it's best to focus on the most important goals that are relevant to the organization's mission. Goals should be SMART (specific, measurable, attainable, relevant, and time-bound). Visions are also important as they energize people and inspire action, though visions are difficult to achieve without clear goals. The document then outlines some specific goals and visions for confidence, team spirit, knowledge, energy, leadership, and profitability.
This document discusses key aspects of effective teamwork. It notes that teams are most successful when composed of individuals with diverse skills who share responsibilities and goals. It emphasizes the importance of interpersonal relationships between team members built on trust and understanding of a team's purpose. The document also cautions that too much competition within a team can be detrimental and limit collaboration, and recommends involving team members in goal setting to boost engagement. Finally, it acknowledges teamwork can be difficult but finding solutions to problems can lead to organizational success.
Mark is an engaging communicator who is poised, capable of motivating others, and has a strong sense of urgency and initiative to get things done by working with and through people. He understands people well and is able to influence and persuade them. As an impatient "doer" and decision-maker, Mark delegates details and responsibility when necessary. He is self-assured, extroverted, and has an invigorating impact on people through his gregarious nature and "selling" approach. To be effective, Mark prefers variety, independence, opportunities for advancement where he can utilize his skills, and recognition for his achievements.
The document outlines 10 qualities of an effective project manager: 1) inspires team members and envisions project success, 2) effectively communicates goals and responsibilities, and 3) earns trust through ethical practices. Additional qualities include demonstrating proficiency in motivating teams, displaying enthusiasm, delegating tasks, solving problems calmly, building team skills, and showing empathy for team members' lives outside work.
Diseño de equipos anticípate a los problemas lucas cervera(lab18-1715)SalonMiEmpresa
This document discusses team design and outlines steps for building an effective startup team. It recommends determining the number of founders needed based on their skills and expectations. Key aspects of team design include problem management, decision making, team alignment, roles, responsibilities, and a partner agreement. The document also suggests testing the team design by imagining scenarios and gathering feedback.
The Five Behaviors of a Cohesive Team is an assessment-based learning experience designed especially for intact teams and work groups to discover the value of cohesiveness.
The document discusses how to select the right SEM company by viewing it as forming a relationship. It explains that successful relationships are based on understanding mutual motivations and ensuring both parties are a good match in terms of their service models, experience, size, pace, and specialization. The document provides examples of different agency scenarios and advises asking questions to evaluate the agency's differentiation, people, technology, methodology, experience, and communication practices.
Christina Marie Cooper worked on a marketing campaign project for a beer called 425 PALE ALE as part of her Public Relations Management and Campaigns class at Washington State University. She demonstrated leadership and vision in crafting arguments to support recommendations for the campaign. Her presentation and interpersonal skills helped blend market data with an understandable presentation of the campaign conclusions. The company is considering implementing many of the campaign conclusions into their overall messaging and marketing tactics due to her work. Her employer was highly impressed with her work ethic, leadership abilities, and contributions to the team.
The document discusses the five dimensions of organizational trust: executive to everybody else, manager to employee, peer to peer, company to vendors/partners, and company to market. It defines trust as having integrity, competence, and compassion. Each dimension of trust is important for collaboration, effectiveness, and an organization achieving its mission. Raising levels of trust involves consistent behavior, open communication, transparency, accountability, and focusing on win-win outcomes rather than individual interests.
CEE Key Note Presentation on "Authenticity Matters: Developing Authentic Relationships at the Workplace"
For the list of topics of CEE Key Note Sessions, please visit http://www.cee-global.com/keynote/
For Testimonials, visit http://www.cee-global.com/testimonials/
We know that healthy, respectful, and trusting teacher-student relationships nearly double the rate at which a student can learn. While not measured in the same fashion, building rapport and trust among adults has been proven to garner powerful results in businesses and schools/systems alike, and is an essential component in creating a culture of achievement. Using the latest research, this session will identify ways to propel your school, district, or organization towards success by improving your trust and communication skills with your colleagues, direct reports, and supervisors.
Trust Building as the Cornerstone of Effective Leadership | Enterprise WiredEnterprise Wired
This comprehensive exploration delves into the significance of trust building in leadership, examining its definition, key elements, strategies, and the profound impact it has on fostering collaboration, innovation, and sustained success within an organization.
The In Flow Communication Skills Accelerator Dominic Colenso
Discover how our unique communication skills accelerator programme can help your business increase productivity, engagement and profit.
www.inflow.global
What are team-building skills and why are they important.pdfEnergize Singapore
Team-building abilities allow you to assist individual employees in investing and working in a cohesive group that shares a common goal and accomplishments. Every member of an effective team believes that their input is valued and that they have influence when setting goals and developing plans to achieve them. A team can collaborate to achieve its goals after deciding on the group's objectives and the steps it should take to achieve them.
DQ4-1 Responses Trust is the most important element in any rel.docxmadlynplamondon
DQ4-1 Responses
Trust is the most important element in any relationship. Without trust, misunderstandings, clashes and conflicts are bound to happen which can affect any relationship whether it is personal or professional. In an organization, trust is one of the most valued elements which can be used to gain follower ship and support of the workforce. A positive example is when a manager trusts his employee to lead a project, it will automatically motivate the employee to work harder and to prove himself trustworthy to the manager. This would not only help in bringing down the employee turnover rate but will help in improving the efficiency and productivity of the workforce. On the contrary, when employees feel that they are not being trusted with leading jobs, they will feel unmotivated which might affect their performance and the overall productivity in the organization.
Yvette
https://smallbusiness.chron.com/effective-communication-organization-1400.html
2.
Re: Topic 4 DQ 1
Trust is the most important element in any relationship. Without trust, misunderstandings, clashes and conflicts are bound to happen which can affect any relationship whether it is personal or professional. In an organization, trust is one of the most valued elements which can be used to gain follower ship and support of the workforce. A positive example is when a manager trusts his employee to lead a project, it will automatically motivate the employee to work harder and to prove himself trustworthy to the manager. This would not only help in bringing down the employee turnover rate but will help in improving the efficiency and productivity of the workforce. On the contrary, when employees feel that they are not being trusted with leading jobs, they will feel unmotivated which might affect their performance and the overall productivity in the organization.
Yvette
https://smallbusiness.chron.com/effective-communication-organization-1400.html
3.
n business , organizations need to have a good relationship with each other in order to have a successful partnership; one of the main factors of a good relationship is trust. According to Piricz, (2018) trust is so important because it can be used as a marker of the satisfaction an organization has with another or even their displeasure.
Trust decides how frequently groups work together and the value placed on each transaction in a business perspective. In the example of nonprofits, an annual partnership of five years and successful events working towards the same goal, has a higher level of trust than a first-time partnership with mixed results. Should both organizations ask the partnering organization to collaborate on a project, that business would choose the one of five years over the one-time partnership, (Piricz, 2018).
Trust on a personal level between the people in an organization and working with other organizations assists in negotiating terms, conditions, and limits. A trusted leader can inspire more follower ...
20 Things That Will Make You a Powerfully Influential LeaderKris Fannin
This document provides 20 tips for becoming a powerfully influential leader. The top tips include being authentic and admitting mistakes, building trust through transparency and consistency, empowering employees appropriately, and focusing on relationship building over bureaucracy. Influential leaders demonstrate loyalty, give clear expectations, and allocate more resources to average and low performers in order to build their influence throughout the organization.
8 Effective Tips to Improve Business Communication Skills.pdfClosecall
Effective business communication skills are strong pillars of any successful business organisation, as they help with the seamless execution of both major and minor business tasks.
Leadership Trust_ Five Proven Tactics.pdfDavid Bovino
The most effective way to build trust and earn respect is to lead by example. Demonstrating the behaviors and values expected of others, such as integrity, fairness, and respect, sets a powerful precedent.
Steven Cohen outlines his qualifications for being a key contributor to an organization. He has 16 key attributes that include being a strategic thinker, having strong salesmanship skills, and possessing integrity. Cohen believes he can help companies achieve both short and long term goals. He works well in a team environment and is passionate about building company culture and developing employees. Cohen's motivation and attitude help him contribute at a high level.
This document discusses managing confidence levels in projects. It defines confidence as feeling certain about the truth of something. Confidence in a project is important because it translates to authority over the project. Confidence is based on perceptions rather than facts. To establish confidence, the key questions, assumptions, dependencies, and goals must be understood. Dimensions like stakeholder profiles, the project profile, and the business environment impact confidence levels. Improving communication of these profiles can help boost confidence over time through concerted short, medium, and long-term actions. Managing confidence in a balanced way across all three profiles is important for sustained project performance improvements.
Trust is a fundamental component of successful organizations. When trust is present, communication is more open and productive relationships can form. However, a lack of trust can destroy relationships and lead teams to dysfunction. Building trust requires transparency, understanding others, sharing success, and truthfulness. In contrast, lies, cover ups, distance, ignoring values can damage trust. Managing trust effectively is important for diverse teams to communicate well and avoid issues.
The document discusses how trust is an important driver of business success and competitive advantage. It introduces the P4 Value-based Management Framework which measures trust and engagement to help organizations better execute their strategies. High trust leads to greater speed, lower costs, and improved collaboration which can increase growth, shareholder value, and customer loyalty. Building a culture of high trust requires consistently exhibiting value-creating behaviors across principles, purpose, process, and performance.
The smooth cooperation of teams is the beating heart of success in the complex terrain of a business setting. It is impossible to exaggerate the significance of team development since it is the cornerstone of productive workflow, creative problem-solving, and a positive workplace culture. Teams are the engine of revolutionary concepts and enormous successes, thus developing them is essential to the expansion of any firm.
In the dynamic business world of today, building and maintaining strong client relationships is the cornerstone of success. In this training, we delve into the art of fostering effective client relationships within the agency environment.
On Monday, 7th August, 2023, our Key Account Manager, Onyinye Chukwudi, discussed the strategies and techniques that empower you to become a trusted partner, exceed client expectations, and propel your agency towards new heights in the Lunch and Learn session titled “Unlock the Power of Lasting Partnerships: Mastering Effective Client Relationship Management in the Agency Landscape".
Watch the replay of this insightful session with our Key Account Manager.
Subscribe to our YouTube channel
Kindly drop your questions in the comment section if you have any, we will attend to them swiftly.
A Team is defined as a collection of individuals who work
together to achieve a shared objective in a cooperative
manner. The objective might be short-term or long-term
but the changes in communication systems have made
it possible for people to collaborate in a team even if
they are in different parts of the same nation.
Also check out : https://www.eduminatti.com/category/boarding-schools-in-india
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M249 Saw marksman PMIThe Squad Automatic Weapon (SAW), or 5.56mm M249 is an individually portable, gas operated, magazine or disintegrating metallic link-belt fed, light machine gun with fixed headspace and quick change barrel feature. The M249 engages point targets out to 800 meters, firing the improved NATO standard 5.56mm cartridge.The SAW forms the basis of firepower for the fire team. The gunner has the option of using 30-round M16 magazines or linked ammunition from pre-loaded 200-round plastic magazines. The gunner's basic load is 600 rounds of linked ammunition.The SAW was developed through an initially Army-led research and development effort and eventually a Joint NDO program in the late 1970s/early 1980s to restore sustained and accurate automatic weapons fire to the fire team and squad. When actually fielded in the mid-1980s, the SAW was issued as a one-for-one replacement for the designated "automatic rifle" (M16A1) in the Fire Team. In this regard, the SAW filled the void created by the retirement of the Browning Automatic Rifle (BAR) during the 1950s because interim automatic weapons (e.g. M-14E2/M16A1) had failed as viable "base of fire" weapons.
Early in the SAW's fielding, the Army identified the need for a Product Improvement Program (PIP) to enhance the weapon. This effort resulted in a "PIP kit" which modifies the barrel, handguard, stock, pistol grip, buffer, and sights.
The M249 machine gun is an ideal complementary weapon system for the infantry squad platoon. It is light enough to be carried and operated by one man, and can be fired from the hip in an assault, even when loaded with a 200-round ammunition box. The barrel change facility ensures that it can continue to fire for long periods. The US Army has conducted strenuous trials on the M249 MG, showing that this weapon has a reliability factor that is well above that of most other small arms weapon systems. Today, the US Army and Marine Corps utilize the license-produced M249 SAW.
Neal Elbaum Shares Top 5 Trends Shaping the Logistics Industry in 2024Neal Elbaum
In the ever-evolving world of logistics, staying ahead of the curve is crucial. Industry expert Neal Elbaum highlights the top five trends shaping the logistics industry in 2024, offering valuable insights into the future of supply chain management.
This presentation, "The Morale Killers: 9 Ways Managers Unintentionally Demotivate Employees (and How to Fix It)," is a deep dive into the critical factors that can negatively impact employee morale and engagement. Based on extensive research and real-world experiences, this presentation reveals the nine most common mistakes managers make, often without even realizing it.
The presentation begins by highlighting the alarming statistic that 70% of employees report feeling disengaged at work, underscoring the urgency of addressing this issue. It then delves into each of the nine "morale killers," providing clear explanations and illustrative examples.
1. Ignoring Achievements: The presentation emphasizes the importance of recognizing and rewarding employees' efforts, tailored to their individual preferences.
2. Bad Hiring/Promotions & Broken Promises: It reveals the detrimental effects of poor hiring and promotion decisions, along with the erosion of trust that results from broken promises.
3. Treating Everyone Equally & Tolerating Poor Performance: This section stresses the need for fair treatment while acknowledging that employees have different needs. It also emphasizes the importance of addressing poor performance promptly.
4. Stifling Growth & Lack of Interest: The presentation highlights the importance of providing opportunities for learning and growth, as well as showing genuine care for employees' well-being.
5. Unclear Communication & Micromanaging: It exposes the frustration and resentment caused by vague expectations and excessive control, advocating for clear communication and employee empowerment.
The presentation then shifts its focus to the power of recognition and empowerment, highlighting how a culture of appreciation can fuel engagement and motivation. It provides actionable takeaways for managers, emphasizing the need to stop demotivating behaviors and start actively fostering a positive workplace culture.
The presentation concludes with a strong call to action, encouraging viewers to explore the accompanying blog post, "9 Proven Ways to Crush Employee Morale (and How to Avoid Them)," for a more in-depth analysis and practical solutions.
9 Ways Managers Kill Morale (and What to Do Instead)
Build trust for advancement with project management (1)
1. Build TRUST for Advancement with Project Management Approach
By M. Aslam MIrza, CEngr, MBA, LMG, PMP
Making efforts for business advancement in VUCA world becomes more challenging when Projects team
has to earn TRUST of stakeholders for application of PM approach in the project implementation
process. The intensity of VUCA – volatility, uncertainty, complexity, &ambiguity is increasing in various
measures with passingeach day.The application of PM Approach for business advancement in strategic
direction helps effectively.
There the challenge in application of PM is twofold like noted following;
a) Earn TRUST of stakeholders for application of PM
b) Create TRUST in team for Successful application of PM for reaching desired results
The two challenges need to be addressed together with building trust and strengths created with Team
Building, effective Skills for application of PM Processes, interrelation with Stakeholders, and Leadership
practices.
Importantly leadership practice is pivotal at every level down to each team-member with self-
understanding, self-management, self-growth and self-grooming. The leadership needs to satisfy the
necessary elements of Trust, as noted following;
Competence
The incompetent professionals are never trusted. The TRUST emerges from the confidence of
team/stakeholders that you know what you are doing.
Consistency
The most pragmatic element when your team/stakeholders know what you stand for, they
believe that you will react in a predictable way to certain situations. Over time the consistency
expressed value become the shared value of the team/stakeholder and enhances trust.
Loyalty
Your team/stakeholders trust you to the degree you are committed to their success and well-
being.
Openness
The quality of relationship with team/stakeholder expresses the trust where openness is the
cornerstone of the ability to build the relationship.
The effective and efficient leadership is required to have the following capabilities;
2. TRUST: credibility, integrity, character & attitude are the foundations for building trust where
words have powerful impacts like;
to change people's lives.
to motivate or tear down.
to inspire or kill a dream.
to cause visions to be realized.
to give confidence to a weary soul.
INFLUENCE: inspiring team members to do the right work with all skills & capabilities at every
stage for right results.
COMMUNICATION: management of flow of info to the right person for right job in right time has
great impacts on building trust & confidence for achieving desired results.
VISION: have clear understanding of bigger picture where project deliverable will add value and
the ability to communicate the importance to each team member & stakeholder how they may
be contributing.
MOTIVATION: each team member’s engagement is enhanced when understanding of MQ-
Meaning Quotient, the value of contribution in bigger picture. The realization of value and the
free hand given to work for value addition helps motivation to stay at peak.
Finally make yourself trustworthy to help building Trust that has value for application of PM and
advancement of business in strategic direction. How to become trustworthy, the plan is noted following;
Trust
Influence
Communication
Vision
Motivation
3. Caring Honesty Skills Reputation
Transparency Fairness Knowledge Credibility
Openness Authenticity Experience Performance
Create trustworthiness to help building TRUST which is essentially;
Truthiness: whatever is happening is not only true but also need to look true.
Respect: profound respect in letter & spirit.
Understanding: make efforts to find the facts and be prepared to give benefit of doubt.
Sense: highlight the reason & find sense in every action.
Thoroughness: be thorough when relating with bigger picture
Hope it helps, enjoy it.
T - Truthiness R – Respect
U –
Understanding
S – Sense
T -
Thoroughness
Trustworthiness
Character Competence
Intent Integrity Capability Results