Farm bank is an old bank that is located at the marketing center. The bank experimented to modernize its system, but there are some problems with the new system that could create difficulties and hurdles in proper implementation and execution.
This document discusses organizational change and provides examples of successful change implementation at Wipro and Tata. It defines organizational change as planning and implementing change in a way to minimize resistance and costs while maximizing effectiveness. Forces for change include environmental factors like politics, economics, and customer needs as well as internal factors like profitability and employee expectations. Change can be evolutionary or revolutionary. Successful change requires establishing urgency, forming guiding coalitions, communicating vision, empowering employees, generating wins, consolidating gains, and institutionalizing changes. Wipro shifted to consulting services through innovation while Tata introduced a performance management system to reward top performers and reduce hierarchy through its business excellence model.
Construct the structure for your business change management with our exclusive presentation design named as change management framework PowerPoint presentation slides. This PPT image will help in defining your change management strategy which will be used by your business teams to develop your business model as per your business change management approach. Further enhance the value of change by building the change plans for the organization with this CM framework presentation layout which helps in depicting your idea toward your potential audiences. In addition to the above objective, this PPT slide image will also help you to describe the various benefits arises to the management through the concept such as how it will help in increasing your business market share, competitive edge, how to effectively utilize the business resources and many more. So, download this change management ppt template to create an exceptional presentation for your management and audiences. Enthrall folks with accounts of courage with our Change Management Framework PowerPoint Presentation Slides. Inspire them to be heroic.
Software Project Management Presentation FinalMinhas Kamal
Software Project Management- ResearchColab
Presented in 4th year of Bachelor of Science in Software Engineering (BSSE) course at Institute of Information Technology, University of Dhaka (IIT, DU).
The document discusses Stryker's capital expenditure request (CER) process and capital budgeting. It was implemented to standardize investment requests and decisions to support growth targets.
The CER process is heavily influenced by corporate finance theory, requiring metrics like NPV, IRR, and cash flows. It also considers industry trends of medical device growth and Stryker's history of 20% annual growth.
While the CER process provides control and rigorous analysis, it also decreased employee ownership and increased approval times. The document recommends establishing regular committee meetings, a streamlined CER for smaller projects, incentives for successful employee proposals, and a bigger employee role in presenting proposals.
Manpower optimization using full time equivalent (FTE)Mohammed Matar,PMP
The document discusses how an organization used full time equivalent (FTE) management to optimize their manpower utilization, which resulted in a 28% increase in productivity and 20% decrease in labor costs by tracking employee work hours, identifying unused time, and reducing headcount. It provides an overview of the FTE calculation process and shares a case study where KAFAA helped a manufacturing client apply FTE analysis to optimize their operations structure.
The document discusses the importance of managing people issues in project management. It states that projects often fail due to insufficient focus on how the project affects people and their level of commitment. It also discusses challenges such as dealing with diverse teams, motivating employees without long-term job stability, and managing conflicts between teams and organizations. Throughout the project, the manager must address issues like team retention, performance reviews, and stakeholders that join or leave the project.
Organizational Change
Forces for Change
Case Study – General Motors
Planned vs Unplanned Change
Case Study – Coca Cola
Resistance to Change
Dealing with Resistance
Case Study – Uber
Approaches to Change Management
Case Study – Merger of ING Vysa and Kotak Mahindra Bank
This document discusses organizational change and provides examples of successful change implementation at Wipro and Tata. It defines organizational change as planning and implementing change in a way to minimize resistance and costs while maximizing effectiveness. Forces for change include environmental factors like politics, economics, and customer needs as well as internal factors like profitability and employee expectations. Change can be evolutionary or revolutionary. Successful change requires establishing urgency, forming guiding coalitions, communicating vision, empowering employees, generating wins, consolidating gains, and institutionalizing changes. Wipro shifted to consulting services through innovation while Tata introduced a performance management system to reward top performers and reduce hierarchy through its business excellence model.
Construct the structure for your business change management with our exclusive presentation design named as change management framework PowerPoint presentation slides. This PPT image will help in defining your change management strategy which will be used by your business teams to develop your business model as per your business change management approach. Further enhance the value of change by building the change plans for the organization with this CM framework presentation layout which helps in depicting your idea toward your potential audiences. In addition to the above objective, this PPT slide image will also help you to describe the various benefits arises to the management through the concept such as how it will help in increasing your business market share, competitive edge, how to effectively utilize the business resources and many more. So, download this change management ppt template to create an exceptional presentation for your management and audiences. Enthrall folks with accounts of courage with our Change Management Framework PowerPoint Presentation Slides. Inspire them to be heroic.
Software Project Management Presentation FinalMinhas Kamal
Software Project Management- ResearchColab
Presented in 4th year of Bachelor of Science in Software Engineering (BSSE) course at Institute of Information Technology, University of Dhaka (IIT, DU).
The document discusses Stryker's capital expenditure request (CER) process and capital budgeting. It was implemented to standardize investment requests and decisions to support growth targets.
The CER process is heavily influenced by corporate finance theory, requiring metrics like NPV, IRR, and cash flows. It also considers industry trends of medical device growth and Stryker's history of 20% annual growth.
While the CER process provides control and rigorous analysis, it also decreased employee ownership and increased approval times. The document recommends establishing regular committee meetings, a streamlined CER for smaller projects, incentives for successful employee proposals, and a bigger employee role in presenting proposals.
Manpower optimization using full time equivalent (FTE)Mohammed Matar,PMP
The document discusses how an organization used full time equivalent (FTE) management to optimize their manpower utilization, which resulted in a 28% increase in productivity and 20% decrease in labor costs by tracking employee work hours, identifying unused time, and reducing headcount. It provides an overview of the FTE calculation process and shares a case study where KAFAA helped a manufacturing client apply FTE analysis to optimize their operations structure.
The document discusses the importance of managing people issues in project management. It states that projects often fail due to insufficient focus on how the project affects people and their level of commitment. It also discusses challenges such as dealing with diverse teams, motivating employees without long-term job stability, and managing conflicts between teams and organizations. Throughout the project, the manager must address issues like team retention, performance reviews, and stakeholders that join or leave the project.
Organizational Change
Forces for Change
Case Study – General Motors
Planned vs Unplanned Change
Case Study – Coca Cola
Resistance to Change
Dealing with Resistance
Case Study – Uber
Approaches to Change Management
Case Study – Merger of ING Vysa and Kotak Mahindra Bank
The document outlines an upcoming training programme on human resources management (HRM) metrics and analytics, including introducing fundamental concepts, building a business case, identifying best practices, and applying a 5-step HRM analytics process. It discusses exploring where HRM can strategically impact an organization, selecting appropriate metrics, and extracting insights from obtained data. The training will help participants evaluate their organization's use of HRM metrics and identify opportunities to strengthen analytics capabilities.
The document discusses the Prosci ADKAR model for successful change management. The model proposes that individuals successfully change when they have the necessary Awareness, Desire, Knowledge, Ability and Reinforcement (ADKAR). It examines factors that influence and build each element of ADKAR, as well as resisting factors. For example, awareness is built through communication and events, but can be resisted by comfort with the status quo. The document provides details on applying the ADKAR model to understand and facilitate individual change.
This document provides an overview of a 1-day training program on change management principles and processes. It covers topics such as defining change, diagnosing organizational readiness for change, explaining change theories and managing resistance to change. It also describes best practices in change management, including establishing a vision, communicating effectively with employees, building resilience, and developing an engaged workforce. The document emphasizes the importance of leadership in guiding employees through the change process.
Manage the imposed or unplanned change with the help of professionally designed ready-made Change Management Introduction PowerPoint Presentation Slides. Drive an effective change within an organization using change management PPT slides. Get practical organizational change methodologies, frameworks, steps, processes and implement a successful change. Add change management PowerPoint slideshow and aware people in your organization about the change. This complete PowerPoint slideshow covers topics like change management implementation drivers, identify the change, types of change management, forces for change, gap analysis, organization change readiness checklist, etc. These change management introduction PPT slide layouts are editable. You can utilize them as per your organizational need. Make your employees ready for the change and go through a successful transition. Add organizational change management PowerPoint templates to control and improve processes for the betterment of an organization as whole. It becomes necessary in the business cycle of an organization to have business process reengineering. Adopt a change and go through a smooth transition with change management introduction PPT slideshow. Break it all down with our Change Management Introduction Powerpoint Presentation Slides. Allow every element to emerge effectively.
05. Project And Organizational StructureBhuWan Khadka
Chapter 05 of ICT Project Management of IOE Engineering syllabus. This is an educational purposed slides. This chapter provides knowledge about system view of project management,functional organization, matrix organization ...and more.Provided by Project Management Sir of KU.
Organizational change can face resistance from both individuals and the organization itself. Sources of individual resistance include habits, fear of the unknown, and threats to established power relationships, while organizational resistance stems from structural inertia and threats to expertise or resources. To minimize resistance, organizations should focus on clear communication, training, employee involvement, and stress management. Successfully implementing change also requires pilot programs, top management support, diffusion strategies, and evaluating results to stabilize changes.
The document discusses the results of a study on the effects of exercise on memory and thinking abilities in older adults. The study found that regular exercise can help reduce the decline in thinking abilities that often occurs with age. Older adults who exercised regularly performed better on cognitive tests and brain scans showed they had greater activity in important areas for memory and learning compared to less active peers.
This document provides an overview of a presentation on project controls. The presentation covers topics like understanding project controls, the project control process, scope controls, cost controls, time controls, quality controls, and other areas. It is designed to be viewed rather than presented verbally, so the slides contain more explanatory text than is normal. The presentation has over 50 slides and is aimed at project management professionals.
This document discusses transition management and how organizations can help employees through periods of change. It explains that transition management aims to help employees accept how things used to be and adapt to new ways of working. The document outlines the key stages of transition: having a clear vision, endings, a neutral zone, and new beginnings. It emphasizes establishing a clear vision when initiating change and considering how changes will impact all affected employees. Finally, it provides suggestions for how organizations can prepare employees for transition, such as engaging in dialogue, understanding perspectives, and equipping managers and employees with skills to manage the change process.
In a competitive global economy, project managers can't survive without leaning efficient Project Management. So here’s a presentation giving an insight into the different components of project management. Discover more about Project Management and what benefits it offers, and choose understand its related concepts.
Office automation systems use computers and software to digitally manage office tasks like document creation, data storage, and information sharing. They allow tasks to be automated and make work more efficient. Key applications of office automation include data processing, digital information management, and information exchange. It emphasizes replacing manual tasks with automated computer processes. Common functions integrated by office automation systems are electronic publishing, communication, collaboration, imaging, and office management. This helps optimize existing office procedures through sophisticated electronic equipment and networks.
Project Charter - Outreach Events for the CompanyTimothy Cochran
This document outlines a project to enhance an existing outreach events application to allow multi-center access and collaboration across COMPANY centers in the US. The goals are to modify the application to support events involving multiple centers, sharing of events and assets. A project team led by Timothy Cochran will gather requirements, develop estimates, and execute the project plan to deliver a beta version by May 2013 and production version by June 2013. Key risks include potential budget shortfalls and ensuring centers participate in testing.
ERP modules and business software packageUsman Tariq
1. The document discusses several key modules that are typically included in ERP systems, including finance, human resources, manufacturing, material management, sales and marketing, and quality management.
2. ERP systems help management plan resources more efficiently by integrating different functional modules like finance, HR, manufacturing, and supply chain management.
3. Key ERP modules manage finances, human resources, manufacturing, procurement, and quality to provide end-to-end visibility and optimize business processes across the enterprise.
This document contains the presentation slides for Ray Williams' talk on managing change to the Canadian Society of Club Managers. The presentation discusses why most change efforts fail, provides insights from brain science about how the brain responds to threats and rewards, and outlines strategies leaders can use to effectively manage change based on these brain-based principles. Specifically, the presentation recommends that leaders 1) involve employees in the vision and plans to reduce threats, 2) consider how changes impact people's status, autonomy, relatedness and fairness, and 3) make an emotional case for change in addition to a logical one.
The document discusses methods for conducting a market appraisal to evaluate the demand and feasibility of a new product or project. It describes analyzing industry surveys, market surveys to define target customers, and qualitative and quantitative forecasting techniques like executive opinion, Delphi method, time series analysis, and trend projection to determine expected demand and sales. The appraisal also considers the existing market characteristics, price and demand trends, distribution channels, competition, and government policies.
Royal Mail, Nokia, and Starbucks all faced challenges that required strategic changes. Royal Mail struggled with profitability and modernization. Nokia's market share declined with the rise of smartphones. Starbucks saw its share price drop, so it brought back its founder to refocus on quality. Successful change management requires analyzing the situation, building a vision, planning implementation while overcoming resistance through communication and involvement. Leadership is key to driving strategic change and navigating an organization to a successful turnaround when needed.
The document provides an introduction to project finance modeling. It defines a project as a temporary, one-time activity intended to create a unique product or service. Project finance involves using both debt and equity to finance long-term infrastructure projects, with debt repaid through cash flows generated by the project's operations. Project finance modeling develops analytical models to assess the risk and return of lending to or investing in a project by forecasting its expected future cash flows.
BULLOCK AND BATTEN PHASES OF PLANNED CHANGENYASHA MANDE
Bullock and Batten's model of planned organizational change consists of four phases: exploration, planning, action, and integration. In the exploration phase, the organization determines the need for change and identifies necessary resources. During planning, key decision makers diagnose problems and develop a change plan. The action phase involves implementing the agreed upon changes according to the plan. Finally, the integration phase stabilizes and embeds the changes into the organization through communication, training, and ongoing evaluation.
Ask anyone to list the biggest challenges in their ITSM migration project and chances are ‘the people’ will feature in the top three. It’s one of the biggest factors in successfully effecting change in ITSM, and yet good practical guidance is hard to find.
Lowe's is a home improvement retailer founded in 1921 that has grown from a small hardware store to a large nationwide chain. It has faced challenges with employee turnover due to inadequate training. A new store manager was hired to address issues like employee dependability and customer service. Some long-time employees resisted the changes and new employees in leadership roles. Effective communication of changes and their benefits as well as allowing time to adapt will help ensure the success of innovations in the organization.
The document outlines an upcoming training programme on human resources management (HRM) metrics and analytics, including introducing fundamental concepts, building a business case, identifying best practices, and applying a 5-step HRM analytics process. It discusses exploring where HRM can strategically impact an organization, selecting appropriate metrics, and extracting insights from obtained data. The training will help participants evaluate their organization's use of HRM metrics and identify opportunities to strengthen analytics capabilities.
The document discusses the Prosci ADKAR model for successful change management. The model proposes that individuals successfully change when they have the necessary Awareness, Desire, Knowledge, Ability and Reinforcement (ADKAR). It examines factors that influence and build each element of ADKAR, as well as resisting factors. For example, awareness is built through communication and events, but can be resisted by comfort with the status quo. The document provides details on applying the ADKAR model to understand and facilitate individual change.
This document provides an overview of a 1-day training program on change management principles and processes. It covers topics such as defining change, diagnosing organizational readiness for change, explaining change theories and managing resistance to change. It also describes best practices in change management, including establishing a vision, communicating effectively with employees, building resilience, and developing an engaged workforce. The document emphasizes the importance of leadership in guiding employees through the change process.
Manage the imposed or unplanned change with the help of professionally designed ready-made Change Management Introduction PowerPoint Presentation Slides. Drive an effective change within an organization using change management PPT slides. Get practical organizational change methodologies, frameworks, steps, processes and implement a successful change. Add change management PowerPoint slideshow and aware people in your organization about the change. This complete PowerPoint slideshow covers topics like change management implementation drivers, identify the change, types of change management, forces for change, gap analysis, organization change readiness checklist, etc. These change management introduction PPT slide layouts are editable. You can utilize them as per your organizational need. Make your employees ready for the change and go through a successful transition. Add organizational change management PowerPoint templates to control and improve processes for the betterment of an organization as whole. It becomes necessary in the business cycle of an organization to have business process reengineering. Adopt a change and go through a smooth transition with change management introduction PPT slideshow. Break it all down with our Change Management Introduction Powerpoint Presentation Slides. Allow every element to emerge effectively.
05. Project And Organizational StructureBhuWan Khadka
Chapter 05 of ICT Project Management of IOE Engineering syllabus. This is an educational purposed slides. This chapter provides knowledge about system view of project management,functional organization, matrix organization ...and more.Provided by Project Management Sir of KU.
Organizational change can face resistance from both individuals and the organization itself. Sources of individual resistance include habits, fear of the unknown, and threats to established power relationships, while organizational resistance stems from structural inertia and threats to expertise or resources. To minimize resistance, organizations should focus on clear communication, training, employee involvement, and stress management. Successfully implementing change also requires pilot programs, top management support, diffusion strategies, and evaluating results to stabilize changes.
The document discusses the results of a study on the effects of exercise on memory and thinking abilities in older adults. The study found that regular exercise can help reduce the decline in thinking abilities that often occurs with age. Older adults who exercised regularly performed better on cognitive tests and brain scans showed they had greater activity in important areas for memory and learning compared to less active peers.
This document provides an overview of a presentation on project controls. The presentation covers topics like understanding project controls, the project control process, scope controls, cost controls, time controls, quality controls, and other areas. It is designed to be viewed rather than presented verbally, so the slides contain more explanatory text than is normal. The presentation has over 50 slides and is aimed at project management professionals.
This document discusses transition management and how organizations can help employees through periods of change. It explains that transition management aims to help employees accept how things used to be and adapt to new ways of working. The document outlines the key stages of transition: having a clear vision, endings, a neutral zone, and new beginnings. It emphasizes establishing a clear vision when initiating change and considering how changes will impact all affected employees. Finally, it provides suggestions for how organizations can prepare employees for transition, such as engaging in dialogue, understanding perspectives, and equipping managers and employees with skills to manage the change process.
In a competitive global economy, project managers can't survive without leaning efficient Project Management. So here’s a presentation giving an insight into the different components of project management. Discover more about Project Management and what benefits it offers, and choose understand its related concepts.
Office automation systems use computers and software to digitally manage office tasks like document creation, data storage, and information sharing. They allow tasks to be automated and make work more efficient. Key applications of office automation include data processing, digital information management, and information exchange. It emphasizes replacing manual tasks with automated computer processes. Common functions integrated by office automation systems are electronic publishing, communication, collaboration, imaging, and office management. This helps optimize existing office procedures through sophisticated electronic equipment and networks.
Project Charter - Outreach Events for the CompanyTimothy Cochran
This document outlines a project to enhance an existing outreach events application to allow multi-center access and collaboration across COMPANY centers in the US. The goals are to modify the application to support events involving multiple centers, sharing of events and assets. A project team led by Timothy Cochran will gather requirements, develop estimates, and execute the project plan to deliver a beta version by May 2013 and production version by June 2013. Key risks include potential budget shortfalls and ensuring centers participate in testing.
ERP modules and business software packageUsman Tariq
1. The document discusses several key modules that are typically included in ERP systems, including finance, human resources, manufacturing, material management, sales and marketing, and quality management.
2. ERP systems help management plan resources more efficiently by integrating different functional modules like finance, HR, manufacturing, and supply chain management.
3. Key ERP modules manage finances, human resources, manufacturing, procurement, and quality to provide end-to-end visibility and optimize business processes across the enterprise.
This document contains the presentation slides for Ray Williams' talk on managing change to the Canadian Society of Club Managers. The presentation discusses why most change efforts fail, provides insights from brain science about how the brain responds to threats and rewards, and outlines strategies leaders can use to effectively manage change based on these brain-based principles. Specifically, the presentation recommends that leaders 1) involve employees in the vision and plans to reduce threats, 2) consider how changes impact people's status, autonomy, relatedness and fairness, and 3) make an emotional case for change in addition to a logical one.
The document discusses methods for conducting a market appraisal to evaluate the demand and feasibility of a new product or project. It describes analyzing industry surveys, market surveys to define target customers, and qualitative and quantitative forecasting techniques like executive opinion, Delphi method, time series analysis, and trend projection to determine expected demand and sales. The appraisal also considers the existing market characteristics, price and demand trends, distribution channels, competition, and government policies.
Royal Mail, Nokia, and Starbucks all faced challenges that required strategic changes. Royal Mail struggled with profitability and modernization. Nokia's market share declined with the rise of smartphones. Starbucks saw its share price drop, so it brought back its founder to refocus on quality. Successful change management requires analyzing the situation, building a vision, planning implementation while overcoming resistance through communication and involvement. Leadership is key to driving strategic change and navigating an organization to a successful turnaround when needed.
The document provides an introduction to project finance modeling. It defines a project as a temporary, one-time activity intended to create a unique product or service. Project finance involves using both debt and equity to finance long-term infrastructure projects, with debt repaid through cash flows generated by the project's operations. Project finance modeling develops analytical models to assess the risk and return of lending to or investing in a project by forecasting its expected future cash flows.
BULLOCK AND BATTEN PHASES OF PLANNED CHANGENYASHA MANDE
Bullock and Batten's model of planned organizational change consists of four phases: exploration, planning, action, and integration. In the exploration phase, the organization determines the need for change and identifies necessary resources. During planning, key decision makers diagnose problems and develop a change plan. The action phase involves implementing the agreed upon changes according to the plan. Finally, the integration phase stabilizes and embeds the changes into the organization through communication, training, and ongoing evaluation.
Ask anyone to list the biggest challenges in their ITSM migration project and chances are ‘the people’ will feature in the top three. It’s one of the biggest factors in successfully effecting change in ITSM, and yet good practical guidance is hard to find.
Lowe's is a home improvement retailer founded in 1921 that has grown from a small hardware store to a large nationwide chain. It has faced challenges with employee turnover due to inadequate training. A new store manager was hired to address issues like employee dependability and customer service. Some long-time employees resisted the changes and new employees in leadership roles. Effective communication of changes and their benefits as well as allowing time to adapt will help ensure the success of innovations in the organization.
This document provides an overview of topics that will be covered in the November/December 2014 issue of the magazine for the New Zealand Organisation for Quality, including the president's report, branch reports, a new training calendar for 2015, Lean project management, quality and customer requirements, leadership needs for emotional intelligence, and reducing costs for compliance. It also announces elections for the Board in 2015 and invites readers to provide further comments on the articles.
M M Bagali, PhD, HR, HRM, Research, Management, India, Empowerment Strategie...dr m m bagali, phd in hr
1. The document discusses an interview between Dr. MM Bagali and Mr. Suresh Hundre, the Chairman and Managing Director of Polyhydron Private Limited, as part of Dr. Bagali's PhD research on employee empowerment practices.
2. Polyhydron manufactures hydraulic systems and components according to international standards. Mr. Hundre has created a successful and ethically managed organization through innovative human resources practices like empowerment, quality focus, and continuous improvement.
3. The interview covers questions about Mr. Hundre's definition of empowerment, how to create an empowerment culture, outcomes of empowerment practices, and the leadership and policy approaches at Polyhydron that support empowerment
Organizational Change Models
Introduction
Change management models are models that are used by organizations in order to ensure swift change management. In order to apply change in an organization then the management needs to adhere to certain principles to effect the change. Different organizations experience different situations; thus they prefer different models. Change cannot be forced on employees and the organization at large therefore the change needs to be achievable, measurable, and realistic. Some of the important
aspects
in developing of the models are the role of the leaders in the change, the communication process, and overcoming resistance to change. This paper will focus on McKinsey’s – 7’s framework and the Kurt Lewin change management model in respect to the three important aforementioned aspects of change management models.
The McKinsey’s 7-s framework was developed in the 1980’s by Tom Peters and Robert Waterman, who were consultants working for McKinsey & Company consulting firm. The model has stood the test of time as it has been able to be relevant till date. This model centers on seven internal factors or aspects that any organization need to be aligned in order for it to be successful. The model can be used in a wide variety of company situations, making it a universal model. The model helps the management to determine how best they can implement a proposed strategy, determine the probable effects of company changes in the future and to improve the general performance of the company.
The seven elements in McKinsey’s model are broadly categorized in to either hard elements or soft elements. The soft elements are intangible and difficult to describe; they include skills, shared values, staff and style. On the other hand, hard elements are easily identifiable, concrete and can be easily be influenced by the management. The hard elements are; systems, structure and strategy (Waterman, Peters & Phillips, 1980).
In order for an organization to succeed then it needs a strategy to do that. The strategy can be attained through setting of objectives and performance metrics of both the employees and the organization. The organization should implement strategies that are geared towards dealing with the competitive pressure and gaining competitive advantage. The strategic plan should be able to deal with client needs and at the same time adapt to the dynamic environmental changes in the business world. The structure of an organization in defining its success, the structure entails how the company or its workforce is divided and the hierarchy. Various departments should be able to coordinate effectively. The structure of the organization defines how the team members align and organize themselves, and the lines of communication present in the organization.
An organization has many systems that run the organization e.g., the IT system and HR system. These systems should be in such a way that it works properly with the culture.
The document discusses the process of internal consulting within an organization. It outlines the typical stages of an internal consulting project which include: identifying a problem area by senior management, choosing an internal expert to address the issue, defining their role, diagnosing the problem, implementing solutions, and disengaging once goals are met. The stages involve clarifying responsibilities, analyzing challenges, developing a plan in collaboration with staff, gradually implementing changes while supporting adoption, and evaluating outcomes before concluding the assignment. Internal consulting provides an opportunity for organizational improvement through utilizing existing expertise, but will only succeed if roles and expectations are clear and change is managed sensitively.
The document discusses the process of internal consulting within an organization. It outlines the typical stages of an internal consulting project which include: identifying a problem area by senior management, choosing an internal expert to address the issue, defining their role, diagnosing the problem, implementing solutions, and disengaging once goals are met. The stages involve clarifying responsibilities, analyzing challenges, developing a plan in collaboration with employees, gradually reducing involvement once changes are adopted, and evaluating outcomes. Internal consulting provides an opportunity for organizational improvement through utilizing existing expertise, but challenges can include employee resistance and lack of support from management.
This article discusses how hospitals need better management systems to improve. It describes research by John Toussaint who studied over 160 healthcare organizations and found that successful ones had strong management frameworks. The article provides examples of how hospitals can strengthen management, such as having managers clearly define required skills and responsibilities. Overall, it argues that enhancing management is key to addressing many of the problems hospitals face.
OD Employee Engagement and Orgn CulturePhanesh A.S.
This document discusses organizational development, with a focus on employee engagement and organizational culture. It provides definitions and background on key concepts like organizational development, employee engagement, and theories of planned organizational change. Some of the main points covered include:
- Organizational development aims to increase organizational effectiveness and is a planned, systematic process using behavioral science knowledge.
- Employee engagement refers to an employee's commitment and involvement in an organization, and is important for retaining talent and driving performance.
- Several models of organizational change and development are discussed, including Kurt Lewin's action research model, the Burke-Litwin model of transformational vs transactional factors, and the Porras and Robertson model focusing on work setting factors.
Running head NEEDS ASSESSMENT1NEEDS ASSESSMENT.docxSUBHI7
Running head: NEEDS ASSESSMENT 1
NEEDS ASSESSMENT 5
Needs Assessment
Nicholas J Ceo
American Military University
14 December 2017
A needs assessment is a systematic process of exploring the way things are at the present and the way they should be ideally. These factors are usually crucial in the performance at an individual level to the organizational level (Rouda & Kusy, 1995). A needs assessment is a continuous process of evaluation, with the objective of connecting the performance problems experienced in an organization and performance opportunities to human performance efforts that are specific. It also involves the process of differentiating the specific performance problems which will be solved through additional training from those that need other management measures. The main aim of this paper is to develop a needs assessment for MTS Systems Corporation.
The management problem at MTS is a human resources management problem One of the biggest challenges is the retention of workers who are skilled and talented. There are also generational differences amongst the work force, bringing with it a challenge in that the different groups respond differently to different situations, hence need to be handled differently. The management also has to deal with communication at the workplace and keeping the employees motivated in order to enhance performance. The performance of the company is impressive, with strong growth and revenue of around seven hundred and eighty million dollars. The bottom line is also very encouraging. This performance, however, is way below the expected performance which was projected to be over a billion dollars in revenue and a quarter billion dollars in profits. This goal hasn’t been achieved yet but based on the strong performance of the organization, together with good management, the target may be achieved.
The mission of the organization is to be a leader in innovation in the manufacture of measurement and testing solutions so as to enable the success of their customers. The mission is related to the desired performance in that it the mission statement will provide a drive for the staff to be the best in what they do, and in this way improving the performance of the organization as a whole. The management problems are experienced within the whole company and aren’t just experienced within specific departments.
In conducting a needs assessment, several steps will be followed. One will be performing a GAP analysis. This step will seek at establishing the actual level of performance of the organization and the employees in comparison to the standards which have been set (Rouda & Kusy, 1995). In order to do this, the current situation will be determined first. The skills, knowledge and abilities that the current employees have. This analysis ought to take into consideration the goals of the organization, the business climate and constraints, both internal and external. The desired si ...
1) Change management is important for organizations to adapt to changing market conditions and customer needs. When organizations are inflexible, competitors can take their customers and profits.
2) While organizations may not want change, people within organizations are the ones that need to change. Change management focuses on getting people on board with changes.
3) Managers need good change management skills to recognize problems, adjust processes accordingly, and make changes an easier process for the organization.
Running head MILISTONE1MILESTONEAngela FasoliMi.docxcowinhelen
Running head: MILISTONE 1
MILESTONE
Angela Fasoli
Milestone One
Organizational Behavior
Professor Alex Labrie
January 20, 2017
Introduction
From the study, we can observe that the case study describes the organization as an organization that depends on the culture and has minimal consideration. The culture that the body practices contributes significantly to the problem that has occurred in the body. The organization staff is so dormant that they were not able to identify the ignition switch until it leads to the death of at least thirteen people. The engineers who were involved in the study were able to easily realize the problem while the real engineers of the organization were not capable of understanding it. The organization, in general, has an appreciative attribute as it agrees on its drawbacks and it ready to take the relevant steps to bring effectiveness.
Strengths
Each agency has its strengths. The organization has a competitive advantage over its competitors in the market. It has a high staff which brings great importance in the market.
Weakness
In any situation where there is a strength, there are also some shortcomings. The primary weakness of the organization is the lack of proper communication channel within the organization. The weakness has brought the problem in the case study. The organization has a weakness on raising issues affecting the firm. Also, practicing culture where people comes in the body and fail to ratify the challenge affecting the entire organization. Though the organization has these challenges, it can utilize them to come up with its opportunity.
Organizational modeling
A corporate model of a body defines an organization through its framework which includes the line of power, communication, resources and duty allocation in the firm. The basis of the model of the structure are usually from the goals and objectives of the organization, and it serves as the context in which processes operate.
The body uses autocratic model. The design carefully blueprints into functional departments which run from the top by the chief executive (Secchi, 2015). The manager manages the firm through various structures, regulations, rules, job descriptions and controls. The model works best where there are stable duties to be performed daily particularly when they can be broken down into series of separate. In this model, the low-level employees have little control over the work function. The organization does not welcome ideas from them and innovations as the critical decision is at the top. The guiding principal to autocratic model is that the management and the owners have numerous business experiences and the average employees have relatively low level of skills, and they depend on instructions from the top on what to do. In this model, the employees never fill that they are part of the overall team.
The other type in use in the industry and the external industries is custodial. The model has its bases on pr ...
Running head RISKS AND REWARDS 1RISKS AND REWAR.docxtoltonkendal
Running head: RISKS AND REWARDS 1
RISKS AND REWARDS 2
Risks and Rewards
Nicholas J Ceo
American Military University
27 December 2017
Risks and Rewards
Risk analysis of each proposed solution
Each of the different solutions proposed to address the problems and issues facing MTS Systems Corporation has a positive impact on client satisfaction. Besides this, it helps the organization retain its best talent and develop the skills and experiences of their employees (Thornton, 2004). Nonetheless, implementing these solutions is not a guaranteed direction to success; there are some underlying threats that need to be identified before they adversely affect the organization. The risk assessment of every solution is as follows;
i. Brainstorming
This method calls for participation of the thoughts and ideas of the organization’s employees. The underlying risk in this method is that the top management may receive contributions from only the talkative members of the workforce who may not have the right information to help solve the challenge. Nonetheless, this is a good approach to improve communication across different departments and job classes. Another risk of this approach is that there be a division between the different generations of the employees; for example, a case where the millennials would not prefer to share with the older generation due to fear of being undermined.
ii. Coaching
This practice involves employee training to enhance skill, experience, and knowledge. Coaching will bring changes in the structuring of the roles and responsibilities of some of the employees. There more experienced employees will be required to guide the un-experienced employees. Taking this action introduces the risk of the passing of misleading or biased information and knowledge from one generation to another making it hard to identify the cause of failure (Aartsengel, & Kurtoglu, 2013). It will also be necessary for each department to have a trainer. This will cost the organization an extra salary for the training services.
iii. Pink Bat Thinking Method
Improving the relationship between the management and the employees through this method poses a risk to the adherence of the protocol and the respect of authority in the corporation. MTS Company may change some of the organization’s operations in order to favor the employee and end up losing some of its customers due to the changing of the business image.
iv. Checklist Method
This might is a cost-effective approach which only engages the efforts of MTS top management. By coordinating this process among the different concerned stakeholders, the company will be able to have different ideas on ways to retain most of its skilled and talented employees. However, when ranking the issues hindering the company from achieving its goals, it might not show the exact situation on the ground as the issues keep changing time and again. The risk, in this case, is relying so ...
EFFECTIVENESS OF THE MENTORS IN THE GROWING CORPORATE COMPANIESIAEME Publication
In the present corporate scenario, the employees belonging towards the
organization is becoming very less. Gone are those days where an employee stays in
an organization till their retirement. But in the present era, sustaining in the same job
for few years is becoming very difficult. That is due to people need fast growth, high
attention, more income & at times no proper guidance. The new entrants in the
organization are also in the same path. They are not guided properly by the seniors in
the organization. Thus the Mentors come into picture
The article provides a literature review of organizational development (OD) theories from early teachings to more recent research. It highlights disconnects among OD researchers and shortcomings in OD research. Specifically, it discusses implications for researchers, practitioners, and teaching of OD. The author aims to give an in-depth analysis of OD theories and models over time to provide context to the field of OD.
This document describes the development of a database for a university (CTU) using Microsoft SQL Server 2012. It outlines the business rules and entity tables needed for the database. SQL code is provided to create the database, tables, and relationships between tables. Screenshots confirm the creation of the database and tables. The document then discusses adding security and performing data manipulation operations like insert, update, and delete on the tables.
Foundation of Organization Design (MGMT673)Reading Materia.docxVannaJoy20
Foundation of Organization Design
(MGMT673)
Reading Material
Building Motivation
Communicate Why the Redesign is Needed
People need a compelling reason to change. With all of the changes being requested and demanded of people in the current world, people must be convinced that change is necessary.
Even when leadership initiates organizational change, it is often experienced as just one more unrealistic and often absurd demand. Employees are likely to respond in a passive-aggressive manner and simply do things the same. The previously engaged workforce may suddenly start misplacing things, ignoring e-mails, and spending hours talking with colleagues about what is happening. It is the leadership’s responsibility to not only have a vision but to also see that motivation for the change effort is high. Consultants can be helpful to management in this regard, but ultimately it is management’s responsibility. An offhand announcement of a redesign can literally bring production to a halt in a business. Even though management feels the redesign is in the employees’ best interest, if they are not properly prepared and brought in, the employees are likely to respond to the news in a way that will not move things forward. In fact, without a timely and wise explanation of why changes are needed, they may see the redesign as irresponsibility on the part of management.
Communicating Credible Reasons and Expectations for the Redesign
Management must take the time not only to provide a clear vision of the redesign but to also communicate why the redesign is necessary. The cost of not taking time to communicate credible reasons as to why the redesign was done and providing credible expectations of what it will take to realize the benefits of the redesign, will cost the company dearly.
One way to build support is to involve employees and other stakeholders in the diagnosis and redesign. This takes time, but it helps employees understand why the redesign is important and builds motivation for making it work. However, if management already has its mind made up and is going to do what it wants to do regardless, involvement can backfire in a big way.
At the least, a communication campaign is essential. The campaign must be honest because employees and other stakeholders can see through the spin and hype.
Do not Ignore Resistance
Resistance is feedback. Figure out why it is there, and do not force it. Like the plumber or mechanic who forces a part to fit, the likely result is generally a broken part. Force generally does not work and is nearly always expensive and time-consuming. Resistance is natural. Ohm’s lawapplies to human behavior much like it does in physics—there is always resistance. Good managers and consultants learn from the resistance and manage it.
Managing the Changing Relationships
Acknowledge Changing Relationships and Responsibilities
Redesigns nearly always change relationships and responsibilities. Not addressing these lead to conf.
Organizational Change Is Significant To An OrganizationLisa Olive
Organizational change is significant for an organization as it can impact success, job practices, policies, and operations. Effective change improves performance and supports people. To initiate change, agents must understand the organization's culture, systems, structures, leadership, and management. Change involves unfreezing current ways, introducing new approaches, and refreezing. Communication and involvement are crucial during change. Types of changes include structural, strategic, process, and people-centered modifications.
Original AssignmentPrimary Task Response Your first task is to.docxalfred4lewis58146
Original Assignment:
Primary Task Response: Your first task is to post your own Key Assignment Outline to the discussion area so that other students are able to review your plan. Attach your document to the main discussion post, and include any notes that you feel are appropriate. The purpose of this assignment is to help improve the quality of the Key Assignment Draft that you will complete next week.
Current Assignment:
Respond to Another Student: Review at least 1 other student's Key Assignment Outline, and provide meaningful feedback. Refrain from general feedback, such as simply stating "good job." Your feedback to other students is most helpful if you not only point out weak areas but also offer suggestions for improvement. The best feedback takes a three-stage approach to identify what was done well, weaknesses, and areas for improvement.
125 words min
Student assignment below
Table of Contents
I. The Organization 3
II. Problem Statement 4
III. Research Strategy 5
Examples of Memo & Questionnaires 6
IV. Ethical Considerations 9
V. Sample Population 10
VI. Data Analysis Summary& Management Strategy 11
VII. Research Results 12
VIII.References 13
The Organization
Environmental Management Alternatives, EMA, was founded by two brothers and a friend to provide an alternative to the disposal of hazardous waste. Starting out with the three owners, a sales rep., and two laborers they built a profitable business. They began to look into new markets within the environmental industry and hired project managers that had a client list they could bring with them and so began the growth and expansion of the company. They ended up with five project managers and three sales reps which were bringing in more work than they could handle so a hiring spree ensued and along with this the troubles began. They ended up with a workforce of twenty personnel consisting of operators and laborers. As with any company growing pains can be difficult to deal with but in the case of EMA they had the additional problems of having no true, defined management structure in place and they were winging it. With the lack of a clear plan or clear leadership the work force quickly became disgruntle in the disorganization that followed. It became apparent to the owners that a restructuring was in order that included defined roles, chain of command, and accountability.
Problem Statement
The lack of structure was the problem for EMA, if one were to best describe the leadership at the time a functional or weak matrix would best describe this situation. When looking at these two styles we can see that there are five characteristics that are considered and the role of the manager in each. The project manager’s (PM) authority, resource availability, management of the project budget, PM’s role, and project management administrative staff are the five characteristics to be considered. Under these two styles the manager has little to no control over these characteristics with no r.
Change management in relation to knowledge managementbaigavicent
The document discusses change management strategies for implementing a knowledge management system (KMS) at an organization. It proposes analyzing the future external environment, defining objectives and success metrics for the KMS, and assessing the current internal conditions. It also discusses systems thinking and Lewin's three-step change management model of unfreezing, movement, and freezing. The strategies proposed include improving management support, building an attractive user-friendly KMS, establishing an enabling culture and infrastructure, socializing the KMS, ensuring objectives align with needs, and motivating employee participation and training.
This document provides summaries of and links to various educational software tools and websites that were presented at a workshop, along with the attendee's opinions and reflections on each. The attendee found several tools like Wordle, Tagxedo and Voki useful for classroom activities to engage students. However, concerns were raised about tools like Sketch Swap being potentially addictive or about content on Quia being deleted after a trial period. Overall, exposure to new educational technologies was seen as valuable for teaching practices.
Enterprise Architecture (EA) has many definitions, school of thoughts and perspectives. According
to Buchanan (2010) EA is a strategic planning process that translates the business vision of an
enterprise and its strategy into enterprise change.
http://assignmentstudio.net
Bakers Delight is one of the most successful bakery franchise in Australia with around 700 bakeries around the globe. The major focused areas of their operations are Newzeland, Australia and Canada.
The origination of the name “Bakers Delight” is from the belief that every baker and customer will be delighted by their product. The service they provide is good enough to delight the customers about the product, while in case of baker the product he bakes, he should be delighted about it. Bakers Delight culture and practises revolves around the same belief.
Firm Strategy for Global or Multi-domestic OrganizationsAssignment Studio
Firms are utilizing and adopting several strategies as per nature of their business to accomplish mission and vision. In this report, several global strategies have been explored and the applications and practical implications have also been compared with a global firm. The operations of IKEA have been studied to see the outcomes of global strategy in its operations.
Development communication is defined as knowledge sharing and using communication to promote development through formulation of strategy and policies. Development communication also means a systematic collaboration and exchange of information leading to the mutual benefits of all the parties. Communication (knowledge sharing and transfer of ideas), of any kind, plays an important role in development of nations now days.
During the past few decades, Pizza Hut has been able to develop an excellent reputation in the minds of consumers. The reputation helped in achieving respect from the experts within the industry and its consumers. Pizza Hut believed in providing value to its customers. This value includes great service experience, maintained quality and continuous innovation with their offerings. Pizza Hut is a brand which has changed the mindset. Pizza being an specialty as Italian product, has now transformed into the mass market product . The quality of the brand relies on the employees objectives too. The objectives of employees at Pizza Hut are aligned with the organizational goals, resulting with an acceleration in the growth platform of Pizza Hut.
Participation in the budgeting process is often hailed as a motivator for improved performance outcomes, however, some authors have suggested that forced participation may fail to empower or motivate employees and may even result in a diminution in performance.
Job satisfaction has received substantial attention from both researchers and practitioners due to its significance in achieving organisational goals in the private and public sectors. Researchers in the human resource field have long probed the relationship between variables related to job satisfaction and employee performance (Locke, 1976; Currall, et al, 2005; Qureshi et al.,2011; Rehman & Waheed ,2011; Rehman, 2012), and productivity ( (Marks, 2006; Bataineh ,2011). However, there is little agreement on how contributory factors play a significant role in job satisfaction (Elding, Tobias, & Walker, 2006).
Goffman (1959) as (cited in Schulz 2012), used theatric allegory to define how a consumer behaves in his “impression management theory”, as a consumer is a social scientist who behaves in public, the way an actor performs on stage in front of an audience .
Schulz 2012 also elaborates; another useful measure of a consumer’s behavioral traits is “reflexivity” by which a customer’s response and reaction can be analyzed by his past experience.
In the last few decades the way information is being shared has been changed a lot, freely sharing of information and pervasiveness of the internet have created various new opportunities for teaching and learning (Martin. F, 2012). There is a growing concern that such technology provide a convergence between on and off-campus teaching and learning however this convergence takes some strong consideration of the limitation among the off campus learners
The role of Information System is very significant in today’s competitive environment for the sake of protecting the core capability of any company. Information System helps the official stakeholders of the organization by providing them reliable updates and helps the industries where immediate updates are very crucial; some of these industries are travelling services, stock exchange, banking and the like. Almost all the companies are now investing in to Information System in order to reap the core benefits that it offers. However, these investments do not always end up be reaping benefits; risk is definitely involved in this case and ‘failures’ are unfortunately a part of this very field. Researchers have tried to come up with the major causes for these failures; even academicians have put in their efforts to do so. However, none of them has been able to resolve this complex mystery.
The organizations can bring beneficial information through data technologies like Y2k, Bubble etc. There are many other benefits of these technologies, like they can help in utilizing and analyzing the information more comfortably and generate accurate financial reports within the organization. With the application of modern technology and automated systems, employees, stakeholders and consumers can be protected, because these systems help in making genuine report design. Organizations can maintain information system such as record keeping system on any Oracle or SQL server program. In order to avoid misuse of the data and analysis recorded in the system, the U.S designed SOX law procedures in July 2002 that needed to be followed.
The Parlynet 2002 project to upgrade Victorian Parliament's IT software failed due to poor project management. An analysis found issues with project integration, scope, finances, timelines, quality, human resources, communication and risk management. Recommendations include assigning responsibilities, developing training, recruiting experienced staff, defining roles, identifying risks, regular oversight meetings, financial reporting, engaging skilled personnel, and reviewing IT strategies to prevent future failures.
Acme Consulting is one of the leading strategy consulting firms that represent a team of top class consultants. The company is observing lack of efficient solutions due to disperse important information. Various policies can be defined as a high level overall plan, emphasizing on the general goals and involves acceptable procedures". In general terms, it is accepted that in any organization the general information security policies should be the basis for its information security program (Long) Especially in financial service providing companies, the need for sensible policies are growing every day, more and more companies are going global with the new mindset and strategies. In this paper we will discuss different issues that the company is facing and what can be done to make the company more secure.
Internet and computers have changed working, communication, meeting and business requirements and conditions all over globe. Due to this high profile technology, everyone can share any activity that was unexpected and unimaginable few decades back. It was the imagination of people that they will live their lives in this manner and do their business quickly and imagination and dream has come true with the introduction of internet only. Modern society is now associated with internet and related technologies, over a quarter of the world's population is wired into the net and this number is growing every day
Brand loyalty refers to the extent by which consumers become faithful to a particular brand. This is expressed by their repeated purchases, regardless of the marketing pressure brought by other competing brands. In this case the customers will stick to that particular brand irrespective of the prices even if there are similar brands in the market. Brand loyalty is a consumer behavior depicted by loyal customers and will therefore be affected by personal preferences. In this regard therefore, brand loyalty will have an effect on purchases made of the product. It may also affect the customer’s ability to decide whether or not to buy that particular product. This essay therefore, is based on the influence brand loyalty has on the customer behavior and the product. The relationship between brand loyalty and customer preference has made companies to use different strategies to cultivate and get the attention of loyal customers. Some of these strategies include: the use of loyalty programs (e.g. rewards) or trials and incentives. The main argument in this paper is therefore, geared towards answering the question: Is the use of rewards and loyalty cards an effective way to build brand loyalty?
This initial statement is a plan to disclose the intention of beginning a Zara Store in within a new market. Zara is an international retail company that deals in clothing and accessories. The company is based in Spain and was founded in 1975. Currently it has several stores in different parts of the world especially Europe and the Middle East where majority of its stores are located. Zara being a successful company within the area of clothing and accessories, it can easily develop a new product and make impressive sales in short time. There are number of brands and the company sales in its stores including the famous pull and bear, and Massimo Dutti . Each year, the company launches new designs of cloths to keep up with the trend in the fashion industry and to deliver the needs and wants of its customers. The designs are based on both local and worldwide fashion trends.
Because the company has established a well known brand in the fashion industry worldwide, opening another store in any new market will not be a big issue for the company. It is for this reason that the company should open a new store in Melbourne Australia to expand its market. Currently, the customers within this particular target market are offered with a variety of attire to choose from, many local and international brands are already available in the market. Considering the fact that Melbourne is such a diverse place, it would be nice to give the dwellers a taste of indigenous fashion and clothing material from other parts of the world .
Bliss Travels Marketing Plan and Implementation strategies .Assignment Studio
Bliss Travels has been started providing services in travel and tours related services including ticketing and reservations, overseas tours/holiday packagers, cruise holidays, worldwide hotel reservations, overseas airport transfers & rail tickets, travel insurance etc. This company has acquired all those resources that are useful to run Bliss Travels for a long time. After developing all departments such as financial, administration, marketing, operational and human resource, it is now looking forward to attract and retain potential customers.
A System to record and document cybercrime incidents for middle east countri...Assignment Studio
Currently, cyber crime is one of the biggest issues in the discussion and because of these crimes, several companies, people and government institutes are greatly affected negatively. In the advanced countries like U.S, Australia, and Canada there are proper agencies who are operating against this crime. This speedily rising and emerging crime is known as cybercrime including various types such as malware, viruses, ATM’s and credit card frauds. There are many categories of cybercrimes and different types of entities are affected due to these crimes.
The purpose of this report is to recommend a selection process model for selecting one ERP software vendor out of three possible vendors for AutoNexus. The report includes different selection models and their advantages and disadvantages, the evaluation of the Software vendors and their softwares in terms of the selection models and recommendation of the model that best suits the situation.
Madhya Pradesh, the "Heart of India," boasts a rich tapestry of culture and heritage, from ancient dynasties to modern developments. Explore its land records, historical landmarks, and vibrant traditions. From agricultural expanses to urban growth, Madhya Pradesh offers a unique blend of the ancient and modern.
[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.
KYC Compliance: A Cornerstone of Global Crypto Regulatory FrameworksAny kyc Account
This presentation explores the pivotal role of KYC compliance in shaping and enforcing global regulations within the dynamic landscape of cryptocurrencies. Dive into the intricate connection between KYC practices and the evolving legal frameworks governing the crypto industry.
OJP data from firms like Vicinity Jobs have emerged as a complement to traditional sources of labour demand data, such as the Job Vacancy and Wages Survey (JVWS). Ibrahim Abuallail, PhD Candidate, University of Ottawa, presented research relating to bias in OJPs and a proposed approach to effectively adjust OJP data to complement existing official data (such as from the JVWS) and improve the measurement of labour demand.
TEST BANK Principles of cost accounting 17th edition edward j vanderbeck mari...Donc Test
TEST BANK Principles of cost accounting 17th edition edward j vanderbeck maria r mitchell.docx
TEST BANK Principles of cost accounting 17th edition edward j vanderbeck maria r mitchell.docx
TEST BANK Principles of cost accounting 17th edition edward j vanderbeck maria r mitchell.docx
"Does Foreign Direct Investment Negatively Affect Preservation of Culture in the Global South? Case Studies in Thailand and Cambodia."
Do elements of globalization, such as Foreign Direct Investment (FDI), negatively affect the ability of countries in the Global South to preserve their culture? This research aims to answer this question by employing a cross-sectional comparative case study analysis utilizing methods of difference. Thailand and Cambodia are compared as they are in the same region and have a similar culture. The metric of difference between Thailand and Cambodia is their ability to preserve their culture. This ability is operationalized by their respective attitudes towards FDI; Thailand imposes stringent regulations and limitations on FDI while Cambodia does not hesitate to accept most FDI and imposes fewer limitations. The evidence from this study suggests that FDI from globally influential countries with high gross domestic products (GDPs) (e.g. China, U.S.) challenges the ability of countries with lower GDPs (e.g. Cambodia) to protect their culture. Furthermore, the ability, or lack thereof, of the receiving countries to protect their culture is amplified by the existence and implementation of restrictive FDI policies imposed by their governments.
My study abroad in Bali, Indonesia, inspired this research topic as I noticed how globalization is changing the culture of its people. I learned their language and way of life which helped me understand the beauty and importance of cultural preservation. I believe we could all benefit from learning new perspectives as they could help us ideate solutions to contemporary issues and empathize with others.
How to Invest in Cryptocurrency for Beginners: A Complete GuideDaniel
Cryptocurrency is digital money that operates independently of a central authority, utilizing cryptography for security. Unlike traditional currencies issued by governments (fiat currencies), cryptocurrencies are decentralized and typically operate on a technology called blockchain. Each cryptocurrency transaction is recorded on a public ledger, ensuring transparency and security.
Cryptocurrencies can be used for various purposes, including online purchases, investment opportunities, and as a means of transferring value globally without the need for intermediaries like banks.
The Impact of Generative AI and 4th Industrial RevolutionPaolo Maresca
This infographic explores the transformative power of Generative AI, a key driver of the 4th Industrial Revolution. Discover how Generative AI is revolutionizing industries, accelerating innovation, and shaping the future of work.
13 Jun 24 ILC Retirement Income Summit - slides.pptxILC- UK
ILC's Retirement Income Summit was hosted by M&G and supported by Canada Life. The event brought together key policymakers, influencers and experts to help identify policy priorities for the next Government and ensure more of us have access to a decent income in retirement.
Contributors included:
Jo Blanden, Professor in Economics, University of Surrey
Clive Bolton, CEO, Life Insurance M&G Plc
Jim Boyd, CEO, Equity Release Council
Molly Broome, Economist, Resolution Foundation
Nida Broughton, Co-Director of Economic Policy, Behavioural Insights Team
Jonathan Cribb, Associate Director and Head of Retirement, Savings, and Ageing, Institute for Fiscal Studies
Joanna Elson CBE, Chief Executive Officer, Independent Age
Tom Evans, Managing Director of Retirement, Canada Life
Steve Groves, Chair, Key Retirement Group
Tish Hanifan, Founder and Joint Chair of the Society of Later life Advisers
Sue Lewis, ILC Trustee
Siobhan Lough, Senior Consultant, Hymans Robertson
Mick McAteer, Co-Director, The Financial Inclusion Centre
Stuart McDonald MBE, Head of Longevity and Democratic Insights, LCP
Anusha Mittal, Managing Director, Individual Life and Pensions, M&G Life
Shelley Morris, Senior Project Manager, Living Pension, Living Wage Foundation
Sarah O'Grady, Journalist
Will Sherlock, Head of External Relations, M&G Plc
Daniela Silcock, Head of Policy Research, Pensions Policy Institute
David Sinclair, Chief Executive, ILC
Jordi Skilbeck, Senior Policy Advisor, Pensions and Lifetime Savings Association
Rt Hon Sir Stephen Timms, former Chair, Work & Pensions Committee
Nigel Waterson, ILC Trustee
Jackie Wells, Strategy and Policy Consultant, ILC Strategic Advisory Board
Vicinity Jobs’ data includes more than three million 2023 OJPs and thousands of skills. Most skills appear in less than 0.02% of job postings, so most postings rely on a small subset of commonly used terms, like teamwork.
Laura Adkins-Hackett, Economist, LMIC, and Sukriti Trehan, Data Scientist, LMIC, presented their research exploring trends in the skills listed in OJPs to develop a deeper understanding of in-demand skills. This research project uses pointwise mutual information and other methods to extract more information about common skills from the relationships between skills, occupations and regions.
Fabular Frames and the Four Ratio ProblemMajid Iqbal
Digital, interactive art showing the struggle of a society in providing for its present population while also saving planetary resources for future generations. Spread across several frames, the art is actually the rendering of real and speculative data. The stereographic projections change shape in response to prompts and provocations. Visitors interact with the model through speculative statements about how to increase savings across communities, regions, ecosystems and environments. Their fabulations combined with random noise, i.e. factors beyond control, have a dramatic effect on the societal transition. Things get better. Things get worse. The aim is to give visitors a new grasp and feel of the ongoing struggles in democracies around the world.
Stunning art in the small multiples format brings out the spatiotemporal nature of societal transitions, against backdrop issues such as energy, housing, waste, farmland and forest. In each frame we see hopeful and frightful interplays between spending and saving. Problems emerge when one of the two parts of the existential anaglyph rapidly shrinks like Arctic ice, as factors cross thresholds. Ecological wealth and intergenerational equity areFour at stake. Not enough spending could mean economic stress, social unrest and political conflict. Not enough saving and there will be climate breakdown and ‘bankruptcy’. So where does speculative design start and the gambling and betting end? Behind each fabular frame is a four ratio problem. Each ratio reflects the level of sacrifice and self-restraint a society is willing to accept, against promises of prosperity and freedom. Some values seem to stabilise a frame while others cause collapse. Get the ratios right and we can have it all. Get them wrong and things get more desperate.
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
2. CASE STUDY ASSIGNMENT HELP
FARM BANK CASE STUDY HELP
PROBLEM
Farm bank is an old bank that is located at the marketing center. The bank experimented to
modernize its system, but there are some problems with the new system that could create
difficulties and hurdles in proper implementation and execution.
The bank tried to implement the new system with the old/experienced employees who are
not comfortable with the new technology and who prefer conventional ways rather
modern ways of working
The VP hired a young and energetic woman but she does not have relevant qualification
There was no proper research before the implementation of new MIS
Survey should be done before the implementation and execution of the MIS
The VP (MIS) should give authority to the Assistant for independent working
CAUSES
The problems stated above had been faced by the bank because of many reasons. The old and
conventional organizations like Farm Bank, when they try to introduce a new system, they
should need to do a proper survey to identify and access the needs of the departments. When the
President of the Bank decided to introduce and implement new system in his organization, he
should have hired an experienced and energetic individual with relevant qualification. The
individual who is aware of the current market trends and needs and who is capable to adopt the
change. Mr. Al Hassler was experienced and could be useful resource for the organization but he
did not possess relevant experience and he did not have sound knowledge of the system’s
requirements that’s why when he hired his assistant, the selection was not proper, as the woman
was young and motivated but she did not have relevant experience nor she had relevant
qualification. She could have better understood the needs and problems of the system If she had
relevant degree. MBA is all together is a different field than MIS. The approval from board of
directors is not enough for the implementation of the new system. The problem raised because
there wasn’t done proper research before implementation, that’s why the management was not
aware of the needs of the organization and departments. The survey that was done after MIS
implementation, it should have done before starting it. Because in that way the organization
would be in a better position to identify the needs and problems of the departments and
3. individuals and they could design a system addressing their needs/problems and could solve
them accordingly. when MIS department did the survey and the assistant went to the VP with the
problems and reservation and suggestions of the department. VP should have given her the
authority to solve these problems and should ask for her suggestions as she was young and could
have some better ideas and suggestions. They should have handled the situation if they had used
their expertise and experience. As the VP was quite experienced and assistant was young and
motivated, they could have come up with better solutions to the problems.
New systems are not only good and beneficial for the organizations and individuals but at the
same time they are very challenging too and can cause serious problems to the organizations if
not executed properly. In this case study the primary goal of the management information system
was to improve the internal operations of the organization and it did show a little improvement
but there were problems in the system too and there were some serious causes to these problems
that should have been taken care of before designing and installation of management information
system (MIS). These problems had effected the organization and the individuals in different
ways.
There was economic and monetary effect on the organization as the system had printed irrelevant
reports without knowing the needs of the departments and without knowing when , why and how
departments need the reports.
The overall system of the organization was affected as the VPs and managers did not have clear
idea whether they should follow the manual system or new because many mangers were still
using the manual system for their working. This confusion could affect the performance that
eventually could have affected negatively the performance of the organization.
The departments and managers got disturbed because they were burdened with the reports that
not only cause confusion but hurdles in their work too. If the mangers get disturbed it effects the
entire department and as a result the employees and their performance also get affected.
The problems in the system also affected the motivation level of the individuals. Without
motivation an individual feels discouraged and it not affects the performance but also leads to
turnover of the employees which as results affects the organization too.
ALTERNATIVES SHOULD BE DONE
The problems could be addressed in different ways, in order to minimize the risk and maximize
the returns.
All the Organizational development change interventions lead to organizational learning but
unfortunately not all the interventions create learning (Asumeng&Larbi, 2015). There are
different OD models, which implemented can give positive results.
4. THE APPRECIATIVE INQUIRY MODEL
The appreciative inquiry model was proposed by Cooperrider and Srivastva in 1987. According
to this model change is an alternative to the problem (Bushe,2011). This model is built on
recognizing and appreciating the capabilities of an organization in order to develop a better ways
for existing potentials (Bushe, 2011, Cummings & Worley, 2009). There are following four
stages or components of this model
1. Discovery
It is the stage where the inquiry is made about the particular thing that needs to be changed. The
inquiry is made through participants and discussions (Bushe,2011)
2. Dream
This is the second stage after the discovery. This stage involves the members of the organization
to visualize or think about the organization in an ideal stage with respect to the change is
required. N this way the dreams or aspirations of the members of the organization can be
identified (Lewis, 2008).
3. Design
In this stage the members of the organization develop proposal s for the new organization or the
changed that is being proposed. Proposals are made to identify the gap between the current state
of the organization and future state (Cummings & Worley,2009).
4. Delivery or Destiny
The final state is delivery or destiny stage where the organizational members implement the
proposed changes and make the necessary adjustments and make the environment favorable for
the processes to move the organization towards the ideal state that had been visualized and
proposed by the organizational members (Bushe, 2011).
RECOMMENDATIOS
Following are the recommendation for the solution of this problem
The organization should be aware of the causes of the problem. Causes should be
identified and then a change or new system should brought into action
After identification of the causes, proper consultation with all the departments is required
to take their input and insight
After taking the consent there should be need assessment done in order to identify what is
required and to what extent.
5. After the need assessment there a proper chart of the working, processes and personnel
should be made. Duties and responsibilities should be identified
Proper hiring is very important. Right people should be hired for the right job and at the
right time. If there is an experienced person working, he should be given new blood for
new ideas and latest technology. That would be a win win situation for both. Young
employee will learn fromn experienced employee and experienced people will take
advantage of new technology.
All the stakeholders should be involved and proper feedback should be taken from them.
This will give them a sense of ownership.
Feedback at every step and process is very important for proper functioning
PERSONAL REFLECTION
An organization cannot operate alone in a market. For survival and growth organization needs to
improve its processes and personnel and for improvement change is very important. Without
bringing change or changing an old existing process new things and technologies cannot be
implemented and progress cannot be made. In my view change is very important for
opportunities and growth. But change cannot be brought by using old system whether it’s the
process or the people. New technology, young talent is very important and need of the time. Old
employees are very resistant to change and adopting new things and with old conventional
methods progress can’t be made and without progress survival is not important. Change is a key
to success but organizations and people should be flexible to adopt new things, processes and
people, in this way organization proper.