Lassib 2012 industry advisory report on operational excellence previewLASSIBSociety
This report captures the synopsis of the discussion and analysis held by the panel on Operational Excellence at the LASSIB CXO Round Table Conference held in Mumbai on 14th July 2012. In this report we focus on the central views discussed towards state of Operational excellence and continuous improvement initiatives that organizations are working towards, or need to think about in order to excel.
In this fast-paced, competitive economic environment, your organization needs to put people at the heart of your drive to have a cutting edge. And you can’t afford to have anything less than a strategic and integrated approach to HR.
The McKinsey 7S Framework is a management model developed by well-known business consultants Robert H. Waterman, Jr. and Tom Peters in the 1980s. This was a strategic vision for groups, to include businesses, business units, and teams.
This PPT deals with different statges of Succession Planning at General Electric.
To get Personalized slides on topics of your choosing, write me at reachaamirk@gmail.com
Lassib 2012 industry advisory report on operational excellence previewLASSIBSociety
This report captures the synopsis of the discussion and analysis held by the panel on Operational Excellence at the LASSIB CXO Round Table Conference held in Mumbai on 14th July 2012. In this report we focus on the central views discussed towards state of Operational excellence and continuous improvement initiatives that organizations are working towards, or need to think about in order to excel.
In this fast-paced, competitive economic environment, your organization needs to put people at the heart of your drive to have a cutting edge. And you can’t afford to have anything less than a strategic and integrated approach to HR.
The McKinsey 7S Framework is a management model developed by well-known business consultants Robert H. Waterman, Jr. and Tom Peters in the 1980s. This was a strategic vision for groups, to include businesses, business units, and teams.
This PPT deals with different statges of Succession Planning at General Electric.
To get Personalized slides on topics of your choosing, write me at reachaamirk@gmail.com
Smu mba sem 4 HR spring 2016 assignments, smu solved assignments ,smu assignments ,smu mba assignments ,smu mba solved assignments ,smu mba spring 2016 assignments
When you discuss individual differences among your friends, you mi.docxphilipnelson29183
When you discuss individual differences among your friends, you might start by talking about your presonalities, or skills and abilities. We’ll do the same. In the chapter that follows we will discuss these and other differences. We will also discuss emotions, which we consider a key individual level process in response to personal and environmental inputs. By the end of the chapter you will have a much greater understanding of how individual differences and emotions affect a host of outcomes at the individual and group levels of OB. You also will learn some practical tips on how to use this knowledge to improve your success at school, at work, and in your larger life. Page 73 winning at work TO START FAST AND START RIGHT, BE PROACTIVE IN YOUR FIRST 30 DAYS Shannon Deegan, director of People Operations at Google, said: “We tell employees, ‘You own your career.’ . . . If an employee loves part of a job yet wanted to do it on a different team, ‘it’s cool,’ he says.”1 This is a loud endorsement for proactivity at work. And while you may never work for Google, you can still benefit from his advice. Being proactive is a benefit in many arenas of life and can be especially beneficial when starting a new job. Don’t count on your employer to do all the work in the early stages, or onboarding process, of a new job. We’ve listed seven recommendations to help you start fast and start right. SOURCE: From Jennifer King, “6 Things New Hires Should Do in the First 30 Days,” SoftwareAdvice.com, http://blog.softwareadvice.com/articles/hr/new-hire-check-list-1071312/. Reprinted with permission. 1.Come Up with Your Elevator Pitch. You only get one chance to make a first impression. So, before you start introducing yourself to everyone, figure out what you’re going to say when you meet them. 2.Understand Your Role and How You’ll Be Evaluated. The responsibilities of the job you were hired for could change by the time you start work. Reach out to your manager about what may have changed and make sure you have a clear understanding of your current role, responsibilities, and authority before you take on any projects. 3.Learn the Business. Before you can begin to contribute to an organization, you need to figure out how the company works. How does your company do business? What are its objectives? 4.Interview Your Boss. The key to being a successful new employee is helping your boss be successful. Find out what keeps your boss up at night and come up with creative ways to alleviate those worries. 5.Be Ambitious, but Have Restraint. You might be eager to start contributing right away and fixing everything you see wrong with the organization. That intention is good, but tread lightly. As a new hire you won’t have the historical context about why a policy or process may or may not need fixing. 6.Be Proactive about Your Onboarding. One day of orientation and a meet and greet with your team may be the extent of your company’s onboarding program. If so, be proactive with.
02.02.21 8:00 A.M.
Assignment Headings (5-6 pages)
Introduction And History Of iRobot
Provide a brief introduction and history of the company with a focus on understanding where it is positioned and what major challenges it faces today?
By history, I do not mean a chronological re-telling, but crucial points that have made your company distinctive and shaped the way in which your company competes: its organizational capabilities or heritage. (Do not just reiterate the company chronology.)
For many companies, the original founder still shapes in terms of values and ideas the direction of a company such as Apple did under Steve Jobs.
Do not spend 2-3 pages reiterating the company history unless is it relevant for the future.
The Mission, Visions, Goals, And Strategies Of The Corporation And Of Its Business Units
What do they mean in actuality?
What is the company doing to realize them?
Stakeholders
Who are the major (most powerful) stakeholders in your organization?
Board Of Directors
Stead & Stead (2014, 233-234) list five functions of a Board of Directors. Who is responsible for these functions at your target organization? How well are they doing?
… they are responsible for overseeing the strategic direction of the firm.
They are responsible for auditing the financial performance of their firms, including being responsible for ensuring that the audited financial statements represent a true and accurate picture of the firm. This is essentially their watchdog role.
They are responsible for the selection and succession of CEOs as well as the determination of CEO pay. If the CEO loses their confidence, they are responsible for replacing him/her.
They are responsible for assessing risks and developing strategies that mitigate risks.
They are responsible for ensuring the ethics and legality of the firms’ activities, thus building and preserving repetitional capital
What specific capabilities does your board of directors bring to the boardroom table? What are they trying to do with their appointments?
How does the board look through the lens of diversity, equity, and inclusion?
Executive Team
Include an analysis of company CEO.
Analyze your executive team. Is it diverse?
Find statements they have made to the press, interviews, speeches to their shareholders or employees.
Stead & Stead (2014) argue that leaders should be humble, ethical, spiritual, and have the attitude of a servant. To what degree does the organization's leadership reflect these attributes?
According to Stead & Stead (2014) “Successfully implementing SSM requires that strategic managers create and maintain effective sustainability-centered relationships within their firms and among their interconnected plethora of stakeholders (p. 246).” How effective is the organization's top leadership at creating and maintaining such relationships?
Organizational Structure
Describe the overall organizational structure of the .
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Send your semester & Specialization name to our mail id :
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Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
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Call us at : 08263069601
(Prefer mailing. Call in emergency )
This presentation aims to signify how Vision, Strategy and Organisational values are deeply connected to Operational Excellence and where companies should begin their journey to excellence.
This is the first part of the our Operational Excellence methodology. In this presentation we will see the importance of Vision, Mission and Organizational Values as well as how they guide us through the journey of Operational Excellence
Scenario AConsider a time when you had the experience of being led.docxcheryllwashburn
Scenario A
Consider a time when you had the experience of being led by someone who was able to get you to achieve more than you thought you could. Based on what you learned about leadership styles, describe events examining how your selected leader worked by certain principles. In addition, report details of an event demonstrating how you were led to perform.
On the basis of the above scenario, answer the following questions:
What style did the leader exhibit? Describe events pointing out how your selected leader worked by certain principles.
Report details of the scenario demonstrating how you were led to perform.
How did you improve your overall attitude and motivation based on a supportive leader in the workplace?
Positive influence can help team members develop their skills and knowledge. Do you agree to this statement? Why and how?
How does working in a positive organization with supportive leadership encourage staff performance at work each day?
What leadership skills will you take from your positive experience and use when you are in a leadership position?
Scenario B
Now, recall a time when you were led by someone who could not motivate you. Describe events pointing out how your selected leader's working style made subordinates feel uncomfortable.
On the basis of the above scenario, answer the following questions:
What style did the leader exhibit? Describe events pointing out your selected leader's leadership style.
Report details of the scenario demonstrating how you were led in his or her team.
How did the manager's action make you feel? Explain.
Which leadership behaviors do you think your selected leader lacked? Do you think the leader had ever had a chance to learn about leadership styles?
How important is it for a leader to be trained to guide and motivate the staff members to enhance team unity, enthusiasm, and positive attitudes?
What role should the individual staff member have to motivate himself or herself instead of relying on a manager?
EXPECTANCY THEORY
One widely cited theory of motivation is Victor Vroom’s (
1964
) Expectancy Theory (also referred to as the VIE Theory). Expectancy Theory suggests that for any given situation, the level of a person’s motivation (force in Vroom’s conceptualization) with respect to performance is dependent upon (1) his or her desire for an outcome; (2) the perception that individual’s job performance is related to obtaining other desired outcomes; and (3) the perceived probability that his or her effort will lead to the required performance. The theory may be expressed as M = V × I × E (see
Figure 6–1
).
Vroom (
1964
) explains that the force that drives a person to perform is dependent upon three factors: valence, instrumentality, and expectancy (pp. 15–19).
Valence
is the strength of an individual’s want or need, or dislike, for a particular outcome. An outcome has a positive valence when the person prefers attaining it to not attaining it, a valence of zero when the person is in.
Make Performance Part of Everyday ConversationsNancy J Hess
Clients often work from the paradigm that performance systems drive success. Nothing could be further from the truth. Employee engagement is the best predictor of success and performance systems only provide a framework for ongoing conversations about what is working and what is not working. Instead of being the driver of performance, the system should emerge out of other HR processes and culture. It is more like the conversation you hold with a team after the game to prepare them for the next game, not the pre-game bantor that is more for show and posturing.
Here is a slide show that I recently presented to the Society for County Human Resource Professionals.
Francesca Gottschalk - How can education support child empowerment.pptxEduSkills OECD
Francesca Gottschalk from the OECD’s Centre for Educational Research and Innovation presents at the Ask an Expert Webinar: How can education support child empowerment?
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Honest Reviews of Tim Han LMA Course Program.pptxtimhan337
Personal development courses are widely available today, with each one promising life-changing outcomes. Tim Han’s Life Mastery Achievers (LMA) Course has drawn a lot of interest. In addition to offering my frank assessment of Success Insider’s LMA Course, this piece examines the course’s effects via a variety of Tim Han LMA course reviews and Success Insider comments.
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
1. Chapter 06 – Employee Behavior
Past paper questions 1
General
Q Do you feel the changing needs of a maturing individual can come into conflict with
the organization? How and under what circumstances? (02)
Q. Discus the various factors which influence the behavior of the people within an
organization setup. (07)
Perception
Q. Define the term Perception. Narrate different types of errors of Perception which result
in inaccurate or wrongful impression of other individuals with whom we interact in our
working relationships. (06)
Q. Explain briefly what is meant byPerception. List any four Internal Factors which would
influence the Perception of an individual towards a particular object. (05)
Q. Define Perception. Why do we say that each person’s mind is a unique filter? (06)
Q. What are the external factors that affect perceptual selectivity? Explain your answer by
giving suitable examples. (10)
Attitude
Q. (a) Define what is meant by the term “Attitude”.
(b) Identify and explain briefly the different Components of Attitude. (08)
Q. Identification of non-work factors that influence attitude towards work, help
management set standards and build a healthy organization climate. In the light of the
above, list and briefly describe the non-work factors that might influence attitude to
work. (06)
Q. Changing the attitudes of employees in an organization is a challenging, but often
necessary task. What barriers exist as regards changing attitudes, and what can be done
to overcome these barriers? (05)
Q. Good communication improves employees’ attitudes and performances in an
organization. Discuss? (03)
Job Satisfaction
Q. There are consequences when employees like their jobs and when they are dissatisfied
with their jobs. The consequences of dissatisfaction differ along two dimensions:
constructive or destructive. Narrate four types of behaviour which may be
demonstrated by the employees in case of job dissatisfaction. (05)
Q. Define ‘Job satisfaction’. What are the main characteristics of a job that influence job
satisfaction? (06)
Q. You want to enhance job satisfaction among your workers. What steps might you take
to accomplish this goal? (05)
2. Chapter 06 – Employee Behavior
Past paper questions 2
Q. What are the different dimensions to job satisfaction? Is it possible to measure job
satisfaction of employees in an organization? (08)
Job Stress
Q. How would you identify the symptoms of stress? (02)
Q. (a) What is Job Stress? State the apparent Behavioural Symptoms of existence of Job
Stress.(03)
(b) State four factors which can cause Job Stress. (04)
Q. According to empirical studies conducted in widely diversified business organizations,
20 per cent of the employees perceived their jobs as most stressful, while 60 per cent
of the employees considered their jobs as moderately stressful.
State what do you understand by Job Stress? Identify and explain briefly how
environmental, organizational and personal factors can cause high levels of stress
among employees. (08)
Q. Stress among employees can often be linked to their organisational roles. Such role
stress emanates from phenomena like Role Ambiguity, Role Conflict, Role Overload,
and Role Underload. Explain each of the above with examples and discuss how they
result in stress for the individual concerned. (07)
Q. Sajid Ali is managing a large department in a service organisation. There are great
demands on his daily time in office due to the ever increasing workload and tight
deadlines. Since he is a departmental head, most of his assignments come in big
unmanageable chunks where he finds it difficult to keep track of progress. He tries to
work at several projects at the same time and works monotonously from morning till
late evening at the same pace. While there are several people in his team, he ends up
doing all the detailed work himself. There are many unwanted diversions and
disturbances in office that make him lose focus and concentration. Working under
pressures of time continuously, Sajid is feeling stressed out. Considering the above
situation, give some tips to Sajid Ali regarding time management and efficient handling
of workload, so he can reduce his time-related stress and work more effectively? (07)
Q. Identify job stressors and classify them under the following headings: (08)
(a) Administrative Policies
(b) Organizational Structure & Design
(c) Organizational Process
(d) Working conditions
Q. Briefly describe the organizational strategies to reduce or eliminate job stress. (08)
Q. Does the nature of technology play any part in increasing job stress? Give suitable
examples. (05)
Q. Which one of the following aspects do you think would increase the efficiency of the
workers in an organization?
(a) Downsizing
(b) Eliminating work
Support your answer with suitable examples. (05)