This newsletter from Equality Edge discusses workplace bullying and harassment. It provides a case study of a highly accomplished manager who was accused of intimidating younger staff members. Through coaching, the manager was able to recognize how his high expectations could be perceived as bullying. He learned to adopt a more tolerant approach with less experienced workers. The newsletter also provides tips for managers to prevent bullying, such as ensuring diversity training and competence. Finally, it advertises Equality Edge's services in dispute resolution and bullying prevention.
ReadySetPresent (Empowerment PowerPoint Presentation Content): 100+ PowerPoint presentation content slides. Increasing empowerment in the workplace increases self-confidence, courage, and strength in each employee. Empowerment PowerPoint Presentation Content slides include topics such as: slides on a leader's role, 7 benefits of empowerment, empowerment in practice, various guidelines, 6 slides on empowered teams, 20+ tips for empowering employees, 9 rules of empowerment, 4 empowerment dimensions, building contracts with employees, 4 keys to assisting integration, 5 slides on building employee contracts, five types of empowerment, skills needed to empower, 7 slides on empowered decision making, 5 types of managerial control, 4 slides on when to empower, how to’s and more!
Building A Culture Of Ownership, Presented To The Aha Center For Healthcare G...guest1429ed
Slides that accompanied presentation on building a culture of ownership for the American Hospital Association Center for Healthcare Governance, presented by Joe Tye, CEO of Values Coach Inc.
ReadySetPresent (Empowerment PowerPoint Presentation Content): 100+ PowerPoint presentation content slides. Increasing empowerment in the workplace increases self-confidence, courage, and strength in each employee. Empowerment PowerPoint Presentation Content slides include topics such as: slides on a leader's role, 7 benefits of empowerment, empowerment in practice, various guidelines, 6 slides on empowered teams, 20+ tips for empowering employees, 9 rules of empowerment, 4 empowerment dimensions, building contracts with employees, 4 keys to assisting integration, 5 slides on building employee contracts, five types of empowerment, skills needed to empower, 7 slides on empowered decision making, 5 types of managerial control, 4 slides on when to empower, how to’s and more!
Building A Culture Of Ownership, Presented To The Aha Center For Healthcare G...guest1429ed
Slides that accompanied presentation on building a culture of ownership for the American Hospital Association Center for Healthcare Governance, presented by Joe Tye, CEO of Values Coach Inc.
5 rules for how learning & development can reduce biasBinna Kandola
Reducing bias is a question of motivation, and Learning & Development teams have a critical role to play. If we’re truly willing to recognise the fact we are all biased, there are some straightforward actions that can be implemented in any organisation.
Managers think they are a bureaucratic chore forced by human resources (HR). Employees approach them with fear and trepidation. No one likes them. Is it time to fire annual performance reviews?
This is about Employee Relations leading to the fostering of Ownership Culture which is very much important for the growth & development of all organizations both vertically & horizontally.
O.C. Tanner presents the Coolest Companies award to appreciate companies with standout cultures that recognize all the great work done by employees. We look back at the seven cities highlighted during 2014.
Here are six key insights into what matters most to employees when it comes to creating a professional culture of belonging, according to our recent research.
CUSTOMER SERVICE: Working in a Business EnvironmentThe Pathway Group
An comprehensive guide to the purpose of different working environments and the benefits and disadvantages of them all.
We also look at the importance of maintaining equality and diversity in the workplace, organisational standards and standards of security.
CUSTOMER SERVICE: Working With Others in a Business EnvironmentThe Pathway Group
Teamwork is a fundamental part of any workplace or organisation succeeding.
The importance of working with others and effective teamwork can be demonstrated in many ways, and in many aspects of a business- as outlined in this presentation.
Xexec: Employee Recognition for the future workplacexexec_corporate
Learn how recognition will be used to support learning and development, and health and well-being initiatives, with employers using such programmes as a reward for good performance, or to promote such schemes by rewarding staff who engage with them.
From an employee engagement standpoint, is engaging millenials different from the rest. If it is different, how different it is.
What need to be kept in mind for employee engagement, when you have a size bale millenial population.
5 rules for how learning & development can reduce biasBinna Kandola
Reducing bias is a question of motivation, and Learning & Development teams have a critical role to play. If we’re truly willing to recognise the fact we are all biased, there are some straightforward actions that can be implemented in any organisation.
Managers think they are a bureaucratic chore forced by human resources (HR). Employees approach them with fear and trepidation. No one likes them. Is it time to fire annual performance reviews?
This is about Employee Relations leading to the fostering of Ownership Culture which is very much important for the growth & development of all organizations both vertically & horizontally.
O.C. Tanner presents the Coolest Companies award to appreciate companies with standout cultures that recognize all the great work done by employees. We look back at the seven cities highlighted during 2014.
Here are six key insights into what matters most to employees when it comes to creating a professional culture of belonging, according to our recent research.
CUSTOMER SERVICE: Working in a Business EnvironmentThe Pathway Group
An comprehensive guide to the purpose of different working environments and the benefits and disadvantages of them all.
We also look at the importance of maintaining equality and diversity in the workplace, organisational standards and standards of security.
CUSTOMER SERVICE: Working With Others in a Business EnvironmentThe Pathway Group
Teamwork is a fundamental part of any workplace or organisation succeeding.
The importance of working with others and effective teamwork can be demonstrated in many ways, and in many aspects of a business- as outlined in this presentation.
Xexec: Employee Recognition for the future workplacexexec_corporate
Learn how recognition will be used to support learning and development, and health and well-being initiatives, with employers using such programmes as a reward for good performance, or to promote such schemes by rewarding staff who engage with them.
From an employee engagement standpoint, is engaging millenials different from the rest. If it is different, how different it is.
What need to be kept in mind for employee engagement, when you have a size bale millenial population.
Running Head TEAM DEVELOPMENT SESSION1TEAM DEVELOPMENT SESSI.docxjeanettehully
Running Head: TEAM DEVELOPMENT SESSION 1
TEAM DEVELOPMENT SESSION 6
Team Development sessions in Effy Organization
(Name of Student)
(Name of Institution)
Team Development sessions, using Peter Senge’s disciplines
Upon a start of an organization, one usually hopes that the organization will live into many generations in the future. However, most of times organizations do not last long. Very few organization live more than estimated. According (Zeeman, 2019), one third of 500 companies will disappear within 15 years, with the average lifespan of large enterprises existing for approximately 40 years. The organization with considerably longer lifespans are doing things differently, which Zeeman claims to be continuous learning motivated towards growth and development. With continuous growth, is the underlying continued change within the structures of the organization.
An organization that grows from time to time lives evinces of its ability to manage change effectively. According to Cohen et al, organizational change involves the transition from the known to the unknown, the unfamiliar to the familiar, and most importantly, from relative certainty to relative uncertainty, (Ramanthan, 2008). The fact that an organization never moves to a state of obsolete certainty shows of how an organization ought to be excellent with handling change, this is because change is a permanent constant in the organization’s lifetime. To which peter suggests the five disciplines of a learning organization, (Zeeman, 2019).
According to Peter Senge, for an organization to have a much longer lifespan, it has to master continuos learning and incorporate it within its every aspect. The five disciplines are; personal mastery, mental models, shared vision, team learning and systems thinking. For personal mastery, an employee has a clear vision of a specific goal with a clear perception of reality. Mental models involve identifying the identity of the organization and what the enterprise is all about. Shared vision comes in through interaction with employees within the enterprise. Team learning ensures that platforms that enable continued learning is available. Finally, systems thinking directs thinking towards the general problems of the organization. These disciplines makes an organization that learns continuously.
Effy Organization is an enterprise that works to see the environment is clean and sustained. The continued pollution of the environment has adversely affected the sustainability levels of planet earth. Effy addresses this issue through carrying out research projects on sustainability and environment degradation, and effecting campaign activities that create awareness to the public. To be in this organization, one ought to be passionate about the environment. More importantly, the people therein need to learn from time to time, as the environmental issue is dynamic. I am one of the employees in this organization. We are working in the resear ...
Have You Heard About "Win Win Selection" !Nicole Payne
The importance of viewing the selection and interviewing process as a basic precursor to establishing trust and positive identification with a company's objectives. Using the LIFO Method, it illustrates how shared information between a candidate and company can provide a good first step towards building a mutually rewarding relationship for future OD efforts. Contact us for more info!
The New Entrepreneurial Society and Modern Labor Issuesinventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
#Diversity and #Inclusion - How can companies move from talking the talk to walking the walk?
In recent days Diversity and Inclusion have come to the forefront of what companies are paying attention to even in the midst of a pandemic.
Starting from hiring and promotion practices to processes to the branding offering and more companies are looking at ways to make D&I more real for their employees.
How can we take it from a vaguely abstract concept (to most people) to very concrete steps?
DISCUSSION 1Assignment DetailsThis assignment has 4 pahuttenangela
DISCUSSION 1
Assignment Details
This assignment has 4 parts:
The Nominal Group Technique (NGT) is a common method of group decision making. The group members will meet to discuss their ideas and all parts of the problem and possible solutions and then the voting is done privately.
How can the NGT be a valuable tool for group decision making?
What possible outcomes will result from using the NGT method? How do these outcomes differ from those that could occur if the members voted while all together?
How can technology be integrated into the NGT to allow multi-site groups to work together?
Describe how the NGT can aid in the organizational change process.
Your assignment will be graded in accordance with the following criteria. Click
here
to view the grading rubric.
REPLY 1
Nominal Group Technique (NGT) is a beneficial and valuable tool to use when you are dealing with a group of individuals to solve an issue and some of them are too vocal and others are shy or do not want to rock the boat by having an opposite opinion (ASQ, 2019).
A group devised discussion that leads to possible solutions that the employees put input into. There would be more conflict if everyone voted together especially if ties are created and deciding votes swing one way or the other opposite either opposing groups (Community Development, n.d.).
When incorporating technology into multiple site NGT you can have every site put input into the problem at hand to get a larger options pool. Having all the sites work on the issues will increase the adaptability to the decision made since all the employees had input into it. We use Skype at work for a lot of offsite meetings.
When using the employees past experience’s and using them to help solve the problem, you engage the employees into the change that needs to be made and this will make it easier to implement.
REPLY 2
Nominal Group Technique (NGT) is a structured method for group brainstorming that encourages contributions from all members through anonymity. As dynamic teams may be comprised of individuals from differing backgrounds, strengths, and weaknesses, it is crucial that all members can contribute equally. The benefit to NGT is that the tendency that social dynamics has to influence others is removed from the decision-making process
(
Editorial Board
,
2014).
The NGT method allows all participants to present their alternative ideas on an equal and flat format, allowing everyone to prioritize all suggested solutions and vote on them privately. Similar types of brainstorming sessions that are not conducted per the nominal group technique can influence others into not participating in the same way, or immediately siding with other’s ideas as an effect of social pressure. People that have introverted tendencies assume the position that the business will take care of itself as well as surrounding conditions without the need to speak for themselves. NGT forces participation without shocki ...
In any organization if they want to get best production and retain their employees, they have to
provide best organization culture to their employees. That culture should be satisfied by the employees to retain
them. The purpose of the present study is to analyze the organization culture factors influencing the job
satisfaction.
Business Agility and Organisational LearningShoaib Shaukat
Many companies facing the dilemmas of business change, tries to adopt Agile methods and practices in order to achieve the benefits of Agile. However, all they end up with is the "Cargo Cult". This is due to their short term pursuit to achieve quick productivity gains to stem the delivery chaos which is inherent in a traditional delivery model. They fail to realise that any change effort has to start with people; as it is the culture that will determine the sustainability of the change.
In this presentation I will take you through the concepts of business agility and organisational learning and how a focus on culture can help the organisations to become more competitive overtime.
Anna Taylor (Speaker) West Coast DEI Lead, VMLY&R
Demographic transference within organizations is shifting and there will continue to be an upsurge of more diverse and inclusive organizations as they outperform homogeneous organizations. But this is a slow progression, where can we start making organizational transformation now? We can start from the bottom; employees have more power than they may realize, to affect change. And although this may seem like a daunting call-to-action, employees have the power irrespective of budget or team size, to make an indelible impact on organizational change. Like many effectual grassroots movements, employees have the ability to create a new model that renders the existing model obsolete and lead the evolution of organizational transformation.
Social activists. Environmental activists. Consumer activists. Activist shareholders. Today, there is no shortage of activists affecting business operations in some way. These stand-up-for-what-is-right campaigners may either be an employer’s best advocates or its worst opponents. In either case, they are change agents.
In this report, Blessing White reviews key findings from our 2008 State of Employee Engagement global research and share strategies for delivering on the promises of employee engagement (employee retention strategy, employee motivation strategy).