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This document discusses the career of an executive who has worked at Infosys for 20 years. It summarizes his responsibilities, which include developing client relationships, identifying new projects, and overseeing the technical strategies and delivery of projects. It also discusses his experience managing large government and commercial contracts. The document then shifts to discussing different types of responses individuals can have to organizational change, including enthusiasts, followers, objectors, and underground responses.
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140210116062
Keyush Patel is a computer engineer and managing director of 5P Development. He has over 12 years of experience. Some of his traits include facing challenges and finding solutions, having selfless motives, demonstrating trust, and engaging deeply with others. He believes vision and direction are important for organizations. Currently, he owns his own successful company and contributes to society by providing opportunities to students. He is inspired by the book "Rich Dad Poor Dad" and his role model is Sachin Tendulkar.
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Mr. R. M. Patel has 14 years of experience in the diamond field. He views his work as a constant challenge with new daily targets. To be successful, one must focus on clear goals, work smartly and consistently. Internal job satisfaction leads to external satisfaction. Through perseverance and hard work, like completing a burdensome work assignment in just 2-3 days while also working nights, he has overcome obstacles. His vision is to make a large contribution to the nation as the most successful person in his field through both long and short term goals. For future engineers, he advises focusing on innovation and contributing to the nation with management skills, leadership, communication and attitude.
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The document outlines the career experience of Kevin Shane, including his current role as Principal and Communications Lead at Quicksand, an Indian design consultancy, where he directs all communications and marketing efforts and leads projects. He has over 10 years of experience in marketing, communications, program development, and business development. His educational background includes a BA in Journalism from St. Bonaventure University and study abroad in Australia.
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The document discusses an interview with Jignesh Raichura, an engineer with 14 years of experience at PGVCL. It notes his educational background, views on being a good professional such as integrity and accepting challenges, and visions of helping solve problems in both the short-term through job objectives and long-term through achievement of targets. The interviewee is concluded to be a contributor based on how he faces challenges and helps society with his experience.
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This document profiles the careers of three contributors - Mr. K.G. Bhuva, Mr. Abhilash Jain, and Mr. V.Y. Doshi. It describes the roles each person held throughout their careers, important milestones they achieved, and new capabilities they developed for each role. It highlights that contributors demonstrate concern for others, take responsibility to achieve goals, and have a wider view than just their own success. The key qualities of a good contributor identified are self-confidence, discipline, management skills, leadership, and a positive attitude.
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The document discusses the different visions of success between contributors and non-contributors. For non-contributors, success is defined by material gains and external achievements, while their thinking is narrow and short-sighted. Contributors have a broader definition of success that includes personal fulfillment and development. Contributors are oriented towards work, teams, and organizations, not just money, and seek to contribute new ideas and help others. The document also profiles Kirit Deggada, a senior engineer at Nirma company who takes opportunities to solve electrical problems and shares his skills with other employees, contributing to the organization in both short and long term.
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140210116062
Keyush Patel is a computer engineer and managing director of 5P Development. He has over 12 years of experience. Some of his traits include facing challenges and finding solutions, having selfless motives, demonstrating trust, and engaging deeply with others. He believes vision and direction are important for organizations. Currently, he owns his own successful company and contributes to society by providing opportunities to students. He is inspired by the book "Rich Dad Poor Dad" and his role model is Sachin Tendulkar.
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Mr. R. M. Patel has 14 years of experience in the diamond field. He views his work as a constant challenge with new daily targets. To be successful, one must focus on clear goals, work smartly and consistently. Internal job satisfaction leads to external satisfaction. Through perseverance and hard work, like completing a burdensome work assignment in just 2-3 days while also working nights, he has overcome obstacles. His vision is to make a large contribution to the nation as the most successful person in his field through both long and short term goals. For future engineers, he advises focusing on innovation and contributing to the nation with management skills, leadership, communication and attitude.
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This document profiles the careers of three contributors - Mr. K.G. Bhuva, Mr. Abhilash Jain, and Mr. V.Y. Doshi. It describes the roles each person held throughout their careers, important milestones they achieved, and new capabilities they developed for each role. It highlights that contributors demonstrate concern for others, take responsibility to achieve goals, and have a wider view than just their own success. The key qualities of a good contributor identified are self-confidence, discipline, management skills, leadership, and a positive attitude.
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This document profiles Dipakbhai Bhatti, a teacher contributor. It provides details about his occupation, degree, and 4 years of experience in teaching. Bhatti views his work as a vision to make people aware of knowledge. He believes the qualities to become a successful employee are having self-driven force, willingness to learn, and using skills for the benefit of society and individuals. Bhatti finds job satisfaction internally and sees opportunities to help others improve. His contribution is bringing technology's benefits to educate people and help their growth.
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The document discusses the different visions of success between contributors and non-contributors. For non-contributors, success is defined by material gains and external achievements, while their thinking is narrow and short-sighted. Contributors have a broader definition of success that includes personal fulfillment and development. Contributors are oriented towards work, teams, and organizations, not just money, and seek to contribute new ideas and help others. The document also profiles Kirit Deggada, a senior engineer at Nirma company who takes opportunities to solve electrical problems and shares his skills with other employees, contributing to the organization in both short and long term.
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This document discusses the concept of a contributive career. It defines a contributive career as one where the career-seeker is focused on contributing value rather than acquiring things for themselves. It outlines four strategies that contributors use when choosing career opportunities: 1) Selecting challenging opportunities that facilitate growth, 2) Being purpose-driven rather than domain-focused, 3) Willingness to learn new things and expand one's capacities, and 4) Seeking both external growth in areas like salary and position as well as inner growth of one's skills and abilities. It provides two illustrations of career contributors - Harry, who focuses on opportunities to develop skills and contribute, and Mr. JN Vadher, who has created growth opportunities
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How did you first get started in Change Management?
That’s a good “starter for 10.”
It was in 1974–goodness me that was a long time ago!–when I worked for the Ministry of Defence (MoD) in the UK. I attended various courses related to RM Currie’s Work Study, including Method Study, Work Study, Work Measurement, and Organisation & Methods, at what was then the Royal Military College of Science in Shrivenham, UK (now the Defence Academy of the United Kingdom). Following the successful completion of these courses, I went back to work for the MoD to apply my trade. I can hear you say “but that’s nothing to do with change?” Well, actually, it was because they all involved observing the way people went about their work, mapping their processes, critically examining them, and coming up with a better way of doing things. This then had to be sold to managers and their teams and to implement the new ways of working!
Following my time with the MoD, I went to work at Abbey National (which became Abbey and is now Banco Santander) first as a Business Analyst and then as a Productivity Consultant and Profit Improvement Consultant, but, again, all to do with “change.”
In 1996, I started work as an Independent Consultant and, if my memory serves me well, I first called myself a Change Manager when I was contracted to work for, what was then, the Bank of Scotland on a Core Banking Implementation, which had a far reaching impact on changing the way people did their job.
If you want to know more about me, take a look at my LinkedIn profile and I am happy to accept connection requests from you.
You have pioneered your own practical approach to Change Management. Can you describe it and explain how it differs from other established Change frameworks?
Health 2.0 pre ga slides day 1 & change management
The document discusses leading organizational change and includes the following key points:
1. It outlines Kotter's 8 steps for leading change including creating urgency, forming a coalition, developing a vision, communicating the vision, empowering action, creating short-term wins, building on change, and anchoring new approaches.
2. It discusses the 4 phases of a change process: alertness, understanding, acceptance, and action and the role of change leaders in each phase.
3. It identifies the different roles in a change team including problem knowers, problem solvers, resource controllers, and decision makers.
ITS 835Chapter 22JAA Inc. – A Case Study in Creating Val.docx
ITS 835
Chapter 22
JAA Inc. – A Case Study in Creating Value from Uncertainty
Enterprise Risk Management
Professor Michael Solomon
Introduction
• Business background
• Initial steps
• Evolution of Risk Management
• Introduction of ISO 31000 and HB 436 to JAA
• Bringing everything together
Business Background
• JSS is a clothing wholesaler and retailer
• Founded in 1972
• Went public in 1998
• Three operating segments
•
•
•
U.S. wholesale
U.S. retail
International (wholesale and retail)
• 57 retail stores in 10 countries
Initial Steps
•
•
Strategic objectives
• Maintain market leadership
• Sustain technology leadership
• Strengthen global presence
• Deliver quality service
• A leader in compliance with all laws and
regulations
Establish a governance system
• Multiple committees, each with specific
responsibilities
Governance
Framework
Evolution of Risk
Management
• Lack of strategic risk management led to
many problems
• Communication
•
•
•
Missed/lost opportunities
Lack of commitment to objectives
Declining quality
• Identified gaps in risk management
• Engaged in aggressive internal training
•
•
•
Soft skills
Team building
Management planning
Introductions of ISO 31000 and
HB 436
• JAA adopted ISO 31000
• HB 436 provided extensive implementation
guidance
• ISO 31000 was basically an upgrade of the
framework JAA was already using
• ISO 31000 framework formalized JAA’s ERM
• Defined organization and process
Using Context for Risk
Criteria
Bringing Everything
Together
Risk Map
Risk Atitude
A minimum of 100 words each question and References Response #1 – 6) KEEP RESPONSE WITH ANSWER
Make sure the Responses includes the Following: (a) an understanding of the weekly content as supported by a scholarly resource, (b) the provision of a probing question. (c) stay on topic
1) I enjoyed reading your post. I think you made many great points about how embedding innovation into the DNA of the company can be important. You addressed importance’s such as promoting innovation through recruitment, identify margins of significant gain or loss for the organization and to obtain metrics to help identify solutions for decisions making. These are all really great points and I think that they can make a huge difference in the success of an organization. I think that innovation starts from the culture of the organization. If employees can sense that innovation is valued and sought after, they are more likely to put efforts there.
2) It would be highly important for the team to have, and embrace several attributes, adaptability , effective communication, they would have to be a servant leader, someone who understands that they might have to push the weight instead of telling others how much weight to push, they would have to have imagination, and vision, and be committed to the goal as well as the team, and the leaders. I would need them to be team players who are not worried about being a star ...
What is the future for Project leadership? - APM Project Article
Donnie MacNicol is director of Team Animation Ltd. He is sought after for his expertise on the leadership and organisational aspects of deploying and leveraging business benefit from project, programme and portfolio management. Here he discusses some key areas of focus for project leaders.
Change management
The document provides guidance on leading organizational change through a multi-step process. It recommends developing a sense of urgency around the need for change, recruiting influential leaders to form a change coalition, creating and communicating a clear vision, removing barriers to change, achieving early wins to build momentum, continuously improving and building on successes, and integrating the change fully into the organizational culture. Following this process can help increase the chances of successfully implementing lasting change.
Reflective Writing Help GuideCan you give me some examples of .docx
Reflective Writing Help Guide
Can you give me some examples of reflection?
· Reading and acting on your managers/peers/clients/tutors feedback on your work to improve it
· Keeping a learning journal in order to record changes in your practice/knowledge/skills.
· Keeping a record of your learning development via e.g. Pebblepad
What is reflective writing?
· much more than a description of facts or events
· critical writing, questioning different viewpoints, examining reasons
· a process through which you develop or change your opinions and/or your behaviour
How do I structure my written reflection?
There are many reflective writing models. One simple model is Rolfe’s (2001) What? So What? Now What? model.
1. What?
Report what happened, objectively without judgement or interpretation. Describe the facts and event(s) of an experience you have had. Some of the questions you might ask yourself are:
What happened?
What was my role in the situation?
What was I trying to achieve?
What actions did I take?
What was the response of others?
What feelings did it evoke in me and others?
What were the consequences (good and bad) about the experience?
This experience could be a seminar you attended, a team task in which you played a role, a work presentation you gave etc.
2. So What?
This is the level of analysis and evaluation when we look deeper at what was behind the experience. It helps you to understand what you have learnt from the experience. Some of the questions you might ask yourself are:
So what does this tell me?
So what was going through my mind when I acted?
So what did I base my actions on?
So what more do I need to know about this?
So what could/should I have done to make it better?
So what is my new understanding of the situation?
3. Now What?
This is the level of synthesis. Here you build on the previous levels to consider alternative courses of action and choose what you need to do next. Some of the questions you might ask yourself are:
Now what could I do to make things better?
Now what actions do I need to take?
Now what plans do I need to put into place?
Now what might be the consequences (long term and short term benefits/drawbacks) to you, your organisation and your colleagues of this action?
Now what might hold me back?
Now what realistic goals will I work towards?
The language of reflection
Here is a list of suggested reflective phrases you might like to use in your reflective writing:
After observation….
This comment tells me….
In this situation I should have…
Because of this activity I was prompted to…
This is an indication of…
To promote continued thinking I plan to..
With hindsight, I should perhaps have…
In retrospect…
After this activity I found…. to be significant because…
The significance of this activity…
It is important for me to realize…
This is significant because…
I acknowledge that…
I focused on….because…
I realized that…
In the future…
I have since concluded…
On ref ...
Leading Change: The Intrapreneur Way!
Who is an intrapreneur? What are the ways to encourage intrapreneurship at work? How does an intrapreneur achieve success?
5 ways to supercharge your transformation projects and keep people on your side
1. Effective communication is key to supercharging transformation projects and keeping people on board. Leaders should clearly explain the current situation, the vision for the future, and each person's role in the transformation.
2. Projects also benefit from removing ambiguity by being precise about what needs to be done and how changes will be implemented, including providing training.
3. Anticipating and directly addressing resistance, such as by involving resisters in leading the changes, can further help drive projects forward. Regular two-way communication and listening to feedback is important.
4. Using a structured process like PDSA can provide an organized set of activities to deliver the right solutions and increase buy-in from stakeholders.
Running head journal response2 journal response2
The document discusses the successes and challenges experienced during an internship. Some key successes included creating a professional journal to track career progress, conducting successful interviews that provided learning opportunities, balancing e-commerce and wholesale business lines, and incorporating a new organizational culture. Challenges included feeling nervous during interviews and adapting to a new work culture. Overall, the internship experiences helped develop skills and knowledge that contributed to career growth and portfolio development.
Flame centre Introduction
The Flame Centre provides organization development consulting, curriculum design, and capability development services. They take a strengths-based and partnership-focused approach to help organizations achieve sustainable results and build great institutions. Their methodologies include inquiry-based problem solving, conversation-based cultural change, and choice-based empowerment of individuals. They have helped clients across industries through customized consulting projects and training programs.
Interoduction of Flame Centre
The Flame Centre provides organization development consulting, curriculum design, and capability development services. They take a strengths-based and partnership-focused approach to help organizations achieve sustainable results and build great institutions. Their methodologies include inquiry-based problem solving, conversation-based cultural change, and choice-based empowerment of individuals. They have helped clients across industries through customized consulting projects and training programs.
Running head DQE PREP PAGE 1DQE PREP PAGE 47.docx
Running head: DQE PREP PAGE 1
DQE PREP PAGE 47
DQE Prep
Student’s Name:
University
DQE PART 1
Introduction
The concern of the Year 1 DBA year course primarily touches on many issues that connects with the customer welfare in a bid to retain the firm for business. The customer retention values will include embracing and driving change through innovation, creating fun and exemplary experiences for consumers, to be open-minded and creative, to build honest and open relationships through communication, team spirit and to work with passion and integrity. These values will guide employees to work with passion and integrity in the process of creating new products. These employees will also be required to communicate honestly with each other and with clients.
The industry entails the inculcation of latest communication methods for instance the application and use of data connectivity as well as mobile devices. The firms that operate under the telecommunication industry as such offer services in relation to internet and related issues. The firms however, have a unilateral or rather single internet provider as they only serve as resellers in the market ( Cohen, 2018). The firms also offer wireless communication service alongside the bulky purchase of the internet service. The firms in the industry have in all ways observed the policies as stipulated by the business all to ensure smooth running of their businesses.
Customer loyalty is the likelihood that the current customers will continue buying from a specific seller. Most of these customers will go a long way to recommending the company’s products to their friends to the advantage of the company. Because it is quite expensive trying to lure new customers to buy a certain product from a specific seller, most of the businesses will try much they can to retain the existing customers. This is achieved through provision of quality services and extensive advertising. Giving customers the reason to be loyal is key, most customers’ value being given great services with create quality and therefore they will go an extra mile even to send more with the current seller than trying to switch from one seller to the other. Customers will start thinking otherwise if the brand of the goods provided does not meet their needs.
Customer satisfaction in the case of the business in question would only possible to get its derivation from the responses through the questionnaires and survey carried out by the researchers in the field. Customer satisfaction by all incidences forms a primary pillar in as far as rating the firm is concerned and as such is the main arsenal for use by the business in keeping the clientele loyalty. It takes the firm a stepwise process in ensuring that the customers get what they really are in need of all the time. The degree of satisfaction as recorded by the customers offers a platform for the business in question outline the best way out in as far making busines ...
employee retention
This document is a project report submitted by Varun Chhibber to fulfill requirements for a Bachelor's degree in Management Studies from Mumbai University. The report explores the topic of employee retention. It begins with an introduction on the importance of employee retention in today's corporate world. It then discusses objectives, scope and methodology of the study. The report will cover strategies around recruitment, compensation, training and development, performance appraisal and exit interviews that companies use to improve employee retention. It also analyzes surveys conducted on retention practices in different industries. The conclusion will highlight aspects to consider for enhancing employee retention strategies.
employee retention
This document is a student project report submitted by Varun Chhibber to fulfill the requirements for a Bachelor's degree in Management Studies from Mumbai University. The report explores the topic of employee retention. It includes an introduction outlining the importance of employee retention, an acknowledgement section thanking those who helped with the project, and an executive summary providing an overview of the report's contents. The report will examine strategies for improving employee retention, challenges companies face in retaining employees, and ways to enhance retention practices.
Organisational Development Effective Strategies MP Sriram Transcript
The document summarizes a talk given by M.P. Sriram on organizational development strategies. Some key points:
1. Sriram discusses an example of Virgin Group introducing an unlimited paid leave policy to encourage responsibility and trust in employees.
2. Organizational development requires defining a desired future state, assessing change needs, understanding factors that enable or inhibit change, and planning employee involvement.
3. Change strategies range from "telling" employees what to do, to "co-creating" changes collaboratively, and the right approach depends on leadership and employee capabilities.
Organisational Development - Effective Strategies
Transcript of the talk given by M.P. Sriram , Partner ,Aventus Partners at the “National Seminar on
Innovation and Strategic Business Practices” conducted by SNGIST on 15.10.14
We Are the (Change) Champions
Original article from the Flevy business blog can be found here:
http://flevy.com/blog/we-are-the-change-champions/
Queen sang …
We are the champions, my friends, and we’ll keep on fighting ’til the end. We are the champions, we are the champions, no time for losers, ’cause…
A fitting anthem for Change Champions I think which is what this article is about… Change Champions as a network of individuals who are appointed to help with the execution and delivery of a change initiative.
I believe the use of Change Champions to help support and implement change in organisations is a critical success factor because they will help to manage the inevitable ambiguity, uncertainty and resistance associated with implementing change.
A network of Change Champions should ideally be launched in the early stages of any change initiative to ensure that they get up to speed and start to support the project team as quickly as possible.
Identifying Change Champions in each area affected by the change is an approach that can prove highly successful for embedding and sustaining change within an organisation.
I have split this article is into two parts:
1. What others say about the use of Change Champions.
2. Examples of how I have used Change Champions in some previous assignments.
Starting with …
Part 1. “What others say about the use of Change Champions”
Let’s first deal with how do you actually set up a network of Change Champions. The Change Source suggests the following 8-steps:
Seems to make sense to me!
Here are some examples from others related to Steps 1 and 2.
Organizational Change Management: Game Changer or Flavor of the day?
This abstract reflects some of the practical challenges organizations undergoing business and information technology (IT) transformations face in today’s rapidly changing environment. When organizations embark on these large-scale initiatives, increasingly they are adding organizational change management (OCM) to the mix. This is, perhaps, an acknowledgement that previous initiatives have not met the mark because the people side of change was underestimated or not factored in.
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Cpdp2
- 1. By Mori Varsha(110210107032) ,Branch-CE
- 2. He is works at Infosys company for past 20 years.
- 3. Demonstrated track record within the Federal & Commercial IT and Health market place. Experience in targeting, growing, and developing existing and prospective client relationships. Executive experience in all phases of business development-planning,stretagy development, bid/proposal budgets, and bid/no bid decisions. Track record of wining and operating large scale Government and Commercial contracts.
- 4. In order to become a successful empoyee, you need qualities like team work ,creativity, patience, motivation. He took those challenges as an opportunities as well as inspiration . External and internal because that is what I always wanted to do.
- 5. Mr.Dastvar is executive with civilian government responsibilities-these includes client relationship development, project identification, positioning, timing, and capture. He is responsible for technical stretegies, architechture, design, and delevory of multiple Infosys offerings to exestings and new client base. He is responsible for major, government and commercial, business development-project identification, lsequisition, timing, encapture. He perform mission analysis and alignment with IT policy and governance. He has perform architecture design, business process planning, execution.
- 6. Change is crucial, no matter if for your personal development or the development of your company. But it is not always easy to convince others that this change is necessary. Individual have diffrrent responses to change. There are four different ways to react to change, which are: Enthusiasts: These people are some how personaly invested in the change.These group will be vocal and supportive of the change and will work to get others to adopt it as well. Enthusiasts will be change leader, whether formaly and informaly. Followers:
- 7. These group dose just what the name suggest-they follow the leader into the change.They may initialy be resistance to the change, but eventually thet foll in line. Objectors : Objectors are against the change and will take any and all opportunities to express their objections. Underground: These group of people is also resisteance to the change, but they have personal reson for that.
- 8. I got a project given by senior to complete the project which was very dfficult and can not be completed within time,but due to very hard work and support of my colligue it done complete within time and I got promotion for that. So, at that time I thought “I can do”. My short term vision is to become a good employee and my long term vision is to begin my own company by myself.
- 9. Well every employee has some contribution in the organization as per their ability and role. And so does mine. In my last five years I have work very hard to get where I am right now and I think I deserve that. In terms of society, well they are a big part of what I am right now and support me throught my journey.
- 10. I think to become a good engineer ,working hard is necessary for sure. For youth I will say don’t give up on your dreams because it will lead you to the reason why you started it on the first place. I was an average student in my class so does my fellow classmate who was from small town and he got all india rank in very popular exam and got in great college which is inspire me a lot. At that moment I though I can do that too.
- 11. Customer experience includes Major Corporations, DOD, and Civil Agencies. Executes business development strategies by leveraging product and survice offering. Manages multiple shells , cycles for delevery of solutions on complex projects.