The one-day workshop focuses on enhancing employee performance through the concepts of Ownership, Accountability, and Responsibility (OAR). The workshop aims to help employees become committed by understanding organizational vision and goals. It employs experiential learning methods like self-assessments, presentations, games, and case studies. The 6 hour agenda covers defining OAR, exploring ownership mindsets and behaviors, setting accountability cultures through performance management, and understanding responsibility in social and workplace roles. The goal is for employees to achieve quality results by taking ownership and following OAR principles.
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A wonderful presentation on motivating mid - level staff for training on being Accountable & taking Ownership of their job, work place and improve your life by being excellent.
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Want to see your organization reach its full potential? It starts with accountability. Everyone—from manager to intern—has to take ownership of their work. So how do you make it happen? In this webinar we break down the best ways to instill accountability in managers and employees, tactics for reinforcing an accountable company culture, and strategies for building effective, accountable teams.
Workplace Accountability: How Effective Managers Create a Culture of OwnershipThe Business LockerRoom
Every company would love for its employees to demonstrate accountability; to take ownership of their work. However, despite their best efforts, few companies understand what it takes to create and sustain a culture of accountability. This presentation will presents the basic components of a methodology for creating workplace accountability.
Ownership Accountability Training for mid level staffNeetu Maltiar
A wonderful presentation on motivating mid - level staff for training on being Accountable & taking Ownership of their job, work place and improve your life by being excellent.
Taking Ownership – How to Create a Culture of Accountability in the WorkplaceXenium HR
Want to see your organization reach its full potential? It starts with accountability. Everyone—from manager to intern—has to take ownership of their work. So how do you make it happen? In this webinar we break down the best ways to instill accountability in managers and employees, tactics for reinforcing an accountable company culture, and strategies for building effective, accountable teams.
Workplace Accountability: How Effective Managers Create a Culture of OwnershipThe Business LockerRoom
Every company would love for its employees to demonstrate accountability; to take ownership of their work. However, despite their best efforts, few companies understand what it takes to create and sustain a culture of accountability. This presentation will presents the basic components of a methodology for creating workplace accountability.
Accountability can be taught and learned. Improving on my accountability is easier than I think. It all starts with the mindset. The Five Keys are No Fault Guilt or Blame, 100/0 Mindset, Self-empowerment, Result vs. Task and Clear Agreements
Does just the word accountability make you cringe? Do you want to run and hide?
Team accountability, personal accountability each help your results to improve.
Learn how to build a workplace where everyone is excited to do their job.
https://compassroseconsulting.com/coaching-staff-success
10 Challenges That Every First-Time Manager Will FaceOfficevibe
Being a manager is tough. Here are 10 challenges that every manager faces, with tips on how to improve them.
Read more on Officevibe Blog about Leadership and Employee Engagement:
https://www.officevibe.com/blog
This PowerPoint strategically presents how accountability is essential in the workplace and how the lack of accountability can cause critical problems if not discovered.
Developing the Coaching Skills of Your Managers and Leaders | Webinar 06.23.15BizLibrary
What are the obligations of managers? It varies from organization to organization based upon a number of factors such as industry, culture, department, skill level of the team, etc. Regardless of the organization, at the very heart of this question lies a dilemma. In this webinar we'll discuss: why coaching skills are important, traditional coaching models and how we can improve them, emerging principles and competencies for managers and leaders, the difference between coaching and mentoring.
www.bizlibrary.com
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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.
Developing the Coaching Skills of Your Managers and Leaders - Webinar 08.19.14BizLibrary
Whether you’re a manager developing your employees or working to improve your own skills andcapabilities, effective coaching skills impact business results. According to a study by Bersin by Deloitte, organizations with senior leaders who coach can effectively and frequently improve business results by 21% compared to those who never coach.
In this webinar we'll discuss:
why coaching skills are so important
the objective of coaching in ourorganizations
emerging principles in employee coaching for managers
the objective of coaching in our organizations
traditional models and how we can improve them
a coaching toolkit for your managers
www.bizlibrary.com/webinars
16 Simple Ways to Help First-Time Managers SucceedJhana
Great managers aren't born; they're taught. Ineffective managers lead to all kinds of expensive problems, including high turnover, low morale, poor company performance.
The good news is that the solution to this problem is simple. Designed for HR leaders in tech, this free reference guide contains 16 simple ways to help first-time managers learn how to be effective managers. You'll learn:
- Why good managers are critical to your company's success.
- 16 actionable ideas you can use to help your first-time managers today.
- Real-world examples and tips to implement manager development.
Stepping into the role of manager for the first time has a unique set of challenges. Learn how to manage yourself as well as how to manage others. Slides taken from a class taught by Janet Aronica of Localytics. Learn more from the experts by visiting Intelligent.ly
Accountability can be taught and learned. Improving on my accountability is easier than I think. It all starts with the mindset. The Five Keys are No Fault Guilt or Blame, 100/0 Mindset, Self-empowerment, Result vs. Task and Clear Agreements
Does just the word accountability make you cringe? Do you want to run and hide?
Team accountability, personal accountability each help your results to improve.
Learn how to build a workplace where everyone is excited to do their job.
https://compassroseconsulting.com/coaching-staff-success
10 Challenges That Every First-Time Manager Will FaceOfficevibe
Being a manager is tough. Here are 10 challenges that every manager faces, with tips on how to improve them.
Read more on Officevibe Blog about Leadership and Employee Engagement:
https://www.officevibe.com/blog
This PowerPoint strategically presents how accountability is essential in the workplace and how the lack of accountability can cause critical problems if not discovered.
Developing the Coaching Skills of Your Managers and Leaders | Webinar 06.23.15BizLibrary
What are the obligations of managers? It varies from organization to organization based upon a number of factors such as industry, culture, department, skill level of the team, etc. Regardless of the organization, at the very heart of this question lies a dilemma. In this webinar we'll discuss: why coaching skills are important, traditional coaching models and how we can improve them, emerging principles and competencies for managers and leaders, the difference between coaching and mentoring.
www.bizlibrary.com
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.
Developing the Coaching Skills of Your Managers and Leaders - Webinar 08.19.14BizLibrary
Whether you’re a manager developing your employees or working to improve your own skills andcapabilities, effective coaching skills impact business results. According to a study by Bersin by Deloitte, organizations with senior leaders who coach can effectively and frequently improve business results by 21% compared to those who never coach.
In this webinar we'll discuss:
why coaching skills are so important
the objective of coaching in ourorganizations
emerging principles in employee coaching for managers
the objective of coaching in our organizations
traditional models and how we can improve them
a coaching toolkit for your managers
www.bizlibrary.com/webinars
16 Simple Ways to Help First-Time Managers SucceedJhana
Great managers aren't born; they're taught. Ineffective managers lead to all kinds of expensive problems, including high turnover, low morale, poor company performance.
The good news is that the solution to this problem is simple. Designed for HR leaders in tech, this free reference guide contains 16 simple ways to help first-time managers learn how to be effective managers. You'll learn:
- Why good managers are critical to your company's success.
- 16 actionable ideas you can use to help your first-time managers today.
- Real-world examples and tips to implement manager development.
Stepping into the role of manager for the first time has a unique set of challenges. Learn how to manage yourself as well as how to manage others. Slides taken from a class taught by Janet Aronica of Localytics. Learn more from the experts by visiting Intelligent.ly
NCV 4 Management Practice Hands-On Support Slide Show - Module 6Future Managers
This slide show complements NCV 4 Management Practice Hands-On Training by Bert Eksteen & Anthony Hill, published by Future Managers Pty Ltd. For more information visit our website www.futuremanagers.net
Analytics is important to understand & appreciate the career pathing choices made by various employees. This will also aid in better sculpting and engagement choices organizations can make
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Studies show that 45% of employees are only partially engaged in their work and 26% are completely unplugged. Low engagement leads to low performance, which leads to lower profits for your organization. So, what is engagement anyway? And how do we get employees to truly engage? In this webinar, Bridge by Instructure Product Marketing Manager Ike Bennion will show us the ramifications of engagement and disengagement and how each role in your company can become truly engaged.
Join us for our webinar where you’ll learn how to:
Identify individual employees who need to maximize engagement and how to provide it to them
Deputize managers in enhancing engagement
Strategies to help your company “lead from the top” and align executives to employee engagement efforts
BUS407 Week 3 Scenario Script: Performance Model
Slide #
Scene/Interaction
Narration
Slide 1
Scene 1
Deborah’s Office
(Deborah speaking to the student)
Deborah: Welcome back! Are you ready for the next stage of the training and development process?
Last week, we decided to use a reactive approach to address Taormina’s performance gap.
This week, we will need to finish scanning the internal environment. Therefore, we have to conduct some other interviews. The intention of these interviews is to find common elements that might contribute the design of an effective training and development program.
First, let’s discuss some important concepts, including the performance model.
The performance model is a general guideline that shows motivation, environment, and knowledge skills and attitudes (or KSA), working together to effect a person’s performance.
Motivation is the direction, persistence, and amount of effort expended by an individual to achieve a specified outcome.
Therefore, it is important to find motivational factors to enhance participation in training and development opportunities.
Learning is a relatively permanent change in cognition resulting from experience and changes influencing behavior.
A training and development program is effective only if participants are motivated in learning new KSAs.
Finally, environment is referring to any factors tied to the physical surroundings in which the performance must occur.
Slide 2
Interaction
Performance Model
Student will click on various parts of the performance model shown in the textbook. They will interact with it and see details about each part, such as environment.
Slide 3
Scene 2
Deborah’s Office
Deborah: It is important to recognize the value of the performance model in maintaining high level of productivity. Here at Taormina, we need to identify those specific elements affecting the performance of our call center employees.
Okay. It’s time to collect the last set of data we need to compile our report.
Please interview the rest of employees at the call center and report your findings to me before the end of the day.
Slide 4
Scene 3
Call Center
Student interviewing some other call center employees.
Justin: I came to Taormina a few months ago. Besides the new employee orientation, I haven’t participated in any other training.
Alex: Probably… (thinking)…five years ago, we went to a mandatory training session about some leadership strategies. But I didn’t really learn anything. And as soon as we came back, things were exactly the same. The leader was, as always, our boss.
Justin: Well, I’m the newbie, so I don’t want to make too many comparisons. But at my previous job, I participated in many training programs. Not all of them were mandatory, either. They used to send us a list of available training programs and we decided which ones we were going to attend.
That was really nice! I had the chance to participate in training programs with people who had the same goa ...
For this Discussion you will write an essay to address the require.docxAKHIL969626
For this Discussion you will write an essay to address the requirements described below. Your essay must be carefully planned and written using well-constructed sentences and paragraphs. Make sure that your grammar and spelling are correct. Points will be awarded for content as well as composition. Your essay must be a minimum of 1 page in length with standard 1 inch margins and include the textbook as a resource.
Project Management
Scenario: You are a consultant with expertise in project management strategies. Select a possible project management situation from your current or future professional experience. As a project management consultant, you are tasked with developing a project management plan for this project. Your goal is to maximize the time, resources and finances associated with the project in the best interests of the business/company. You will need to write a professional memo to the business/company owner describing the management of the project.
Your essay should include:
1.) Create the PERT/CPM activity network for your project that includes at least five activities and at least one predecessor activity.
2.) Estimate the optimistic, most likely, and pessimistic times to then determine an expected time for each activity.
3.) Determine all activities that are on the critical path.
4.) Identify the slack time (if any) associated with activities in the project.
5.) Create a Gantt chart to show the project timeline.
Address the following questions in your essay:
- What is the overall timeline for this project?
- What activities are critical for established timeline of the project?
- What activities have flexibility in completion that would not impact the overall project timeline?
- What time, resources and money might be affected by any changes to activities throughout the project?
- What recommendations would you suggest to prioritize the company’s time, resources and money with regards to the project?
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14
MAJOR TOPICS I’LL LEARN AND QUESTIONS I
SHOULD BE ABLE TO ANSWER
14.1 THE FOUNDATION OF ORGANIZATIONAL
CULTURE: UNDERSTANDING ITS
DRIVERS AND FUNCTIONS
MAJOR QUESTION: What is culture and why is it
important to understand its layers and functions?
14.2 THE IMPACT OF ORGANIZATIONAL
CULTURE TYPES ON OUTCOMES
MAJOR QUESTION: To what extent are the di8 erent
types of organizational culture related to important
outcomes?
14.3 THE PROCESS OF CULTURE CHANGE
MAJOR QUESTION: What are the mechanisms I can
use to implement culture change?
14.4 THE ORGANIZATIONAL SOCIALIZATION
PROCESS
MAJOR QUESTION: How can the practical lessons of
socialization research be integrated within the three
phases of socialization?
14.5 EMBEDDING ORGANIZATIONAL CULTURE
THROUGH MENTORING
MAJOR QUESTION: What are the four developmental
networks and how can I use them to advance my
career?
ORGANIZATIONAL
CULTURE, SOCIALIZATION,
AND MENTORING
How Can I Use These
Concepts for C ...
1. A one-day workshop on
OAR (Ownership, Accountability, Responsibility)
Context:
Often, organizations complain that there is a lack of responsibility among employees at the
workplace and that they do not perform up to their potential. In fact, both are closely related and
the underlying issue is lack of ownership. In fact, the difference between an out-performer and
an under-performer is Ownership. The following module addresses these issues and helps to
enhance performance among the employees.
Key ROI’s / Objectives:
Become a committed employee by learning about the concepts of Ownership,
Accountability and Responsibility
Understand the Vision of the company and strive towards Organizational goals
Meet Organizational goals by following the principles of OAR
Focus on achieving results rather than doing the job
Get quality results by taking ownership at the workplace
Training Tools Employed:
The training module is designed mainly after the `Experiential Learning Method’ and the
following methods will be employed:
Self-assessment Questionnaires
Video/PPT Presentations
Training Games and Role Plays
Case Studies
Duration: 6 hrs (9.30 a .m - 5.30 p .m)
2. Content outline and Schedule
Time/Duration: Topic/Content
9:30 -10:00 a .m: Introduction & Icebreaking
Who wants to be the next CEO/Manager: Icebreaker
Discussion: What makes a good CEO/Manager?
10.00 -11.30 am: Personal Vision & Organizational Vision
Personal Vision: How do you see your career at 5 years and at 10 years from now?:
Visualization Exercise
Your Success Map: How do you want to get there?
How do you see your company 5 years from now? ( Group Activity)
What is OAR?: Ownership, Accountability & Responsibility
11.30 a .m - 1.00 p .m: OAR: Ownership-Ensuring Outstanding Results
o Ownership and getting results at the workplace
Role play: Owners and Employees
o Ownership Mindset
o The key Ownership Behaviors
o Three Steps to Ownership
o Ownership as Leadership
3. 2.00 - 3.30 p .m OAR: Accountability -Measuring Performance and Results
Accountability and Performance Management: Setting up an Accountability Culture
Key Shifts in Accountability Mindset
Doing the job Vs. Achieving results
Blaming Others vs. Taking Accountability
Accountability Matrix (RASCI)
Accountability vs. Ownership
3.45 p .m -5.15 p .m: OAR: Responsibility -A Foundation for Success
Responsibility: A Foundation for Success
The concept of Role and Responsibilities
Social, family and Workplace roles
Job responsibilities of a role
5.15 p .m – 5.30 p .m: Closing
Climbing the Ladder of OAR
Workshop Takeaways
Action Planning
OWNERSHIP
ACCOUNTABILITY
RESONSIBILITY