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HMZbiz - Humanized Business 4 Human Potential DevelopmentThais Mendes
It is very common to absorb the activities that come up or take advantage of opportunities that require quick decision.
But which ones are in alignment with realization and self-realization?
What is the collaborative positioning in the best alignment with satisfaction?
After clarity of purpose and differential as potential delivery, we follow a constant mapping of all activities that are part of life, including personal and family. When the leader performs best in all areas, becomes more accomplished and enhances performance.
Thomas Edison once said: “Genius is one percent inspiration and ninety-nine percent perspiration”. Isn’t this true for business success too? The best ideas, plans, and strategies in the world are meaningless unless they are thoughtfully executed and produce the desirable outcomes. Otherwise, they are just binders on bookshelves or files in dumpsters.
Schools, academics, and even many business executives are enthralled by strategy and planning. Why? Because they are beautiful, simple, unencumbered by the messiness of getting hands dirty. Yet, without the ability to transform these ideas into reality, does strategy really matter?
This special seminar presents two frameworks:A simple framework that divides organization activities into three major aspects: planning, operating, and changing. The emphasis is not to minimize the importance of planning and strategy as they are critical to success. But to achieve operational excellence and to manage change effectively, the ability to execute becomes paramount.
A comprehensive framework on Strategic Business Execution that includes four components:
Value, Behavior, and Attitude – the intrinsic “software” of individuals, teams, and companies
Important Competencies – the essential abilities (e.g. skills and expertise)
Core Disciplines – the basic methods, systems, and control
Integrating Processes – the unifying force that ties all these components together
On the Core Disciplines, we discussed nine disciplines that include strategic planning, portfolio/program/project management, PMO, process improvement, organization change, data visualization and decision support, operational management. We will conclude the presentation with five “universal” rules of business execution.
What Is The P&Q Campaign?
The vision is to get everyone in the contact centre industry to collectively invent the next generation of operational practice in Performance Management and Quality Monitoring. All the research and insight generated together will be fed back into public forums so everyone can learn and get value from being involved.
BambooHR founder Ben Peterson shares some powerful insight into Onboarding. Onboarding statistics, guides to what questions to ask in interviews, and how to help employees continue to grow into contributors.
Due to the current economic downturn from the impact of the COVID-19 outbreak, companies are shifting from hiring and retaining to aligning, inspiring, and engaging their current teams. With all these changes come difficult challenges.
Join experts from The Predictive Index to get actionable tips on the transition to working remotely and how to engage your workforce during times of uncertainty. Topics covered will include:
- How to protect and adapt your culture through change.
- How to drive employee engagement while remote.
- How to empower managers to build resilient teams.
- How to maintain strong communication throughout the organization.
HMZbiz - Humanized Business 4 Human Potential DevelopmentThais Mendes
It is very common to absorb the activities that come up or take advantage of opportunities that require quick decision.
But which ones are in alignment with realization and self-realization?
What is the collaborative positioning in the best alignment with satisfaction?
After clarity of purpose and differential as potential delivery, we follow a constant mapping of all activities that are part of life, including personal and family. When the leader performs best in all areas, becomes more accomplished and enhances performance.
Thomas Edison once said: “Genius is one percent inspiration and ninety-nine percent perspiration”. Isn’t this true for business success too? The best ideas, plans, and strategies in the world are meaningless unless they are thoughtfully executed and produce the desirable outcomes. Otherwise, they are just binders on bookshelves or files in dumpsters.
Schools, academics, and even many business executives are enthralled by strategy and planning. Why? Because they are beautiful, simple, unencumbered by the messiness of getting hands dirty. Yet, without the ability to transform these ideas into reality, does strategy really matter?
This special seminar presents two frameworks:A simple framework that divides organization activities into three major aspects: planning, operating, and changing. The emphasis is not to minimize the importance of planning and strategy as they are critical to success. But to achieve operational excellence and to manage change effectively, the ability to execute becomes paramount.
A comprehensive framework on Strategic Business Execution that includes four components:
Value, Behavior, and Attitude – the intrinsic “software” of individuals, teams, and companies
Important Competencies – the essential abilities (e.g. skills and expertise)
Core Disciplines – the basic methods, systems, and control
Integrating Processes – the unifying force that ties all these components together
On the Core Disciplines, we discussed nine disciplines that include strategic planning, portfolio/program/project management, PMO, process improvement, organization change, data visualization and decision support, operational management. We will conclude the presentation with five “universal” rules of business execution.
What Is The P&Q Campaign?
The vision is to get everyone in the contact centre industry to collectively invent the next generation of operational practice in Performance Management and Quality Monitoring. All the research and insight generated together will be fed back into public forums so everyone can learn and get value from being involved.
BambooHR founder Ben Peterson shares some powerful insight into Onboarding. Onboarding statistics, guides to what questions to ask in interviews, and how to help employees continue to grow into contributors.
Due to the current economic downturn from the impact of the COVID-19 outbreak, companies are shifting from hiring and retaining to aligning, inspiring, and engaging their current teams. With all these changes come difficult challenges.
Join experts from The Predictive Index to get actionable tips on the transition to working remotely and how to engage your workforce during times of uncertainty. Topics covered will include:
- How to protect and adapt your culture through change.
- How to drive employee engagement while remote.
- How to empower managers to build resilient teams.
- How to maintain strong communication throughout the organization.
FuturePMO 2017 - Justin Byrd, Fujitsu - Future-proofing your PMO; Building an...Wellingtone
Justin explores what a good PMO looks like, how should it be designed to add the most value for its Customers and how you can ensure it is fit for purpose not only today, but for the future of your organisation too. Hints, tips, and ideas to enhance your PMO journey.
This is a sample of a strategic planning session to align your PMO with your organizations strategic goals. I have purposely left out some of the content so that you can contact me directly for more information or to use this content for your own organization. Although some content is missing, this does provide you with a broad view of how to do planning in your own organization.
Resource capacity planning guide - best practice, hints, tipsian jones
The ultimate guide to resource capacity planning from Kelloo.
If you are looking to implement a resource planning process or improve what you already have then this is the guide for you.
Covers topics including:
- What is resource capacity planning
- How project prioritisation influences resource planning
- Resource capacity planning best practice
- Resource planning and portfolio management
- Why spreadsheets are not always a good idea for resource planning
If you are a resource planner, resource manager, portfolio manager or manage a PMO this makes essential reading.
Visit https://kelloo.com to learn more about our resource planning and resource capacity planning solution.
Kata skill @ novice: 5 Common Themes of Novice SkillBeth Carrington
Here are 5 common themes I've seen when a Learner and a Coach have Kata Skill at Novice, this presentation shares those illustrated with a Healthcare Example.
A portable kata storyboard.
At the end of the 2016 Kata Summit, Brad Frank, Julie Simmons and Mike Rother asked a simple question:
What are you striving to achieve and where are you now?
They encouraged each of us to write this down and take action, determine your obstacles and PDCA your way to overcoming them. Here’s a portable Storyboard and some documents that may help you get started.
Kata, kata, kata…
Beth
FuturePMO 2017 - Justin Byrd, Fujitsu - Future-proofing your PMO; Building an...Wellingtone
Justin explores what a good PMO looks like, how should it be designed to add the most value for its Customers and how you can ensure it is fit for purpose not only today, but for the future of your organisation too. Hints, tips, and ideas to enhance your PMO journey.
This is a sample of a strategic planning session to align your PMO with your organizations strategic goals. I have purposely left out some of the content so that you can contact me directly for more information or to use this content for your own organization. Although some content is missing, this does provide you with a broad view of how to do planning in your own organization.
Resource capacity planning guide - best practice, hints, tipsian jones
The ultimate guide to resource capacity planning from Kelloo.
If you are looking to implement a resource planning process or improve what you already have then this is the guide for you.
Covers topics including:
- What is resource capacity planning
- How project prioritisation influences resource planning
- Resource capacity planning best practice
- Resource planning and portfolio management
- Why spreadsheets are not always a good idea for resource planning
If you are a resource planner, resource manager, portfolio manager or manage a PMO this makes essential reading.
Visit https://kelloo.com to learn more about our resource planning and resource capacity planning solution.
Kata skill @ novice: 5 Common Themes of Novice SkillBeth Carrington
Here are 5 common themes I've seen when a Learner and a Coach have Kata Skill at Novice, this presentation shares those illustrated with a Healthcare Example.
A portable kata storyboard.
At the end of the 2016 Kata Summit, Brad Frank, Julie Simmons and Mike Rother asked a simple question:
What are you striving to achieve and where are you now?
They encouraged each of us to write this down and take action, determine your obstacles and PDCA your way to overcoming them. Here’s a portable Storyboard and some documents that may help you get started.
Kata, kata, kata…
Beth
A presentation by STU students who participated in the Spring 2012 Pilgrimage to Cuba.
Created and originally presented by Stephanie Cazeau and Lynn Geffrard.
6.2 Smart Shelter: How Shelters Can Improve Outcomes in Housing First Systems
Speaker: Lianna Barbu
Having supportive, permanent housing-focused shelters is a crucial piece to any Housing First homeless assistance system. In this workshop, presenters will talk about the key role shelters play in improving system performance on key outcomes and reducing episodes of homelessness in their communities.
How to recruit an it project manager it-toolkitsIT-Toolkits.org
Many job roles have claimed the title ‘project manager’, but in reality, are a far cry from the traditional role with overall responsibility for the planning and execution of a project. So how can you be sure you are recruiting the right person?
Rubric· No less than 4 pages· Double spaced 12-point font 1” .docxSUBHI7
Rubric:
· No less than 4 pages
· Double spaced 12-point font 1” margins
· Appendices, charts, citations and end notes are not included in the page length
· Do not plagiarize
1. Does the pattern of management developments at GE over the last century seem to reflect the pattern suggested by management theory? Explain your answer.
2. Which of GE’s management innovations seem to draw on a classical-management perspective? Which seem to draw on a behavioral-management perspective? Explain.
3. Why, in your opinion, has GE been so successful in integrating the management science approach with less quantitative approaches?
4. In what ways does the change in GE’s approach to leadership reflect the same conditions as those that influence its current approach to management?
5. What information can you find about GE's Crotonville Leadership campus? How are the classes structured? Who attends? What is GE trying to accomplish with Crotonville? What important information about Crotonville seems to be kept private by GE? Why?
43
04
Appreciative Inquiry: how do you do it?
Introduction
So far we have talked about the nature of conversation-based change processes such as Appreciative Inquiry,
and how they differ from other change interventions, particularly those based on a mechanistic understanding of
organizations. For us, Appreciative Inquiry along with other processes such as World Café, Future Search and
Open Space can be grouped within this emerging field. To help us understand the difference between these
approaches better, we want to explain one particular approach, Appreciative Inquiry, in some depth.
This chapter aims to provide an introduction to the core Appreciative Inquiry method. We make the point
throughout this book that Appreciative Inquiry is less a process and more of a way of being which guides the
practitioner. However, we also recognize that the journey towards this state of being an Appreciative Inquiry
practitioner involves doing Appreciative Inquiry processes. In this chapter we aim to describe the Appreciative
Inquiry model under its familiar four D headings: Discovery, Dream, Design and Destiny. We will review each
of the four elements in turn and offer action steps for each stage. Prior to this we will review the selection of
topics and consider how the inquiry question can be phrased.
Preparing for change
Before embarking on any change programme we would advocate that the organization needs to answer for itself
a series of questions. This is not an exhaustive list but these are the types of questions we ask when invited to
talk with clients about a change plan.
(a) Is Appreciative Inquiry right for us?
Appreciative Inquiry invites a different way of thinking about change. It replaces the model of undertaking an
organizational analysis, implementing a plan and then managing resistance, with a focus on identifying and
growing what is already giving life to the organization. While more traditional methodologies call for
s ...
Project Management Methodologies
PPMP20009
Week 10 Lecture
Dr Bernard Wong
[email protected]
1
Assignment 4
Continuous Improvement Plan
Week 12 Friday
Open the course profile to review criteria.
2
Reminder
PPMP20009
Presentation weeks 11 or 12
4
Create your own Deming PDCA cycle relating to the last assignment that you handed in.
Change Management
6
Formulate change
Plan change
Implement change
Manage transition
Sustain change
Take the ‘Act’ segment of the PDCA cycle you created earlier and define the five CM stages.
Formulate change
Plan change
Implement change
Manage transition
Sustain change
Continuous Improvement?
Why are we wanting to improve?
Where are we now?
What are we working with?
If you don’t know where you are going, any road will get you there.
Cheshire Cat
(Alice in Wonderland)
There are a number of things to consider when deciding what level of maturity to aim for.
Why are you wanting to increase your level of maturity in this space?
-Some might be wanting to do it simply as a continuous improvement strategy.
Some may be having issues with the performance of their program and project delivery or portfolio investment returns
Others may need it to be competitive in a market that looks at the P3M3 levels of organisations in the tendering process
Others may be required to undergo a mandatory audit – as did the Qld Govt in 2012.
One organisation that I have spoken with has noted that their environment has become increasingly fiscally constrained and as such funding is much more competitive. They want to increase certain sections of their maturity, specifically relating to benefits management, business case and blueprint development – so that they can be more competitive in seeking funding for initiatives. So in this case they are not necessarily trying to improve their maturity as a whole, but an aspect of it. In doing this however, it is likely that they will have an increase in maturity in other areas as well.
We need to know where you are now to assist in deciding where you want to go. This is where going through an assessment is essential and I do believe in this being independent. You can self assess but this will always be impacted with bias. You need to baseline.
What are you working with? What is your organisational context? What resources do you have both budget and people? Do you have authentic sponsorship or are your leaders just ticking a mandate off? What’s your organisational culture like, are they open to P3 management or are they likely to see effort to increase maturity as unnecessary overhead?
So when we went through this process we were fortunate to have an authentic sponsor, we had a culture of project and program delivery so the staff understood the value of the practice (and I do say practice rather than methodology – as if you have experienced practitioners, they will argue methodology with you – this is a good thing!). We.
Are you a project manager with a discussion on your agenda? Be ready to response a mixture of behavioural and position-based interview questions meant at revealing your management, message, and administrative skills.
Pm0013 – managing human resources in projectssmumbahelp
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Ray Velez of Razorfish discussed how marketers can get products and services to market faster through "agile methods" at the Razorfish Client Summit in Boston. October 12-14, 2010.
1. AEREN FOUNDATION’S Maharashtra Govt. Reg. No.: F-11724
SUBJECT : PROJECT MANAGEMENT
Dear students get fully solved assignments
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AN ISO 9001 : 2008 CERTIFIED INTERNATIONAL B-SCHOOL
2. Case Study 1
Q1) Using the payback period, which project is better from a cash flow stand point?
Answer:The project that has
Q2) Why explain in detail?
Answer: The project that has a better cash flow standpoint using the payback period would be the Alpha
project. According to the Payback
Q3) Describe the major components of the strategic management process?
Answer:The strategic management process is more than just a set of rules to follow. It is a philosophical
approach to business. Upper management must think strategically first, then apply that thought to a
process. The strategic management process is
Q4) Explain the role projects play in the strategic management process?
Answer: Because of projects' limited scope and short execution time, senior managers can use them to
analyze operational issues, solve problems and explore new possibilities without disrupting tactical
operations. Strategic management operates on long-term plans and applies information gained from
projects to set the
Case Study 2
Q1) What kind of project management structure would you recommend they use for the KYSO
project?
Answer: A project organization is a structure that facilitates the coordination and implementation of
project activities. Its main reason is to create an
3. Q2) Explain in detail why?
Answer: Project management seems like a classic chicken-and-egg career conundrum: How do you
prove you’re adept at managing projects if you haven’t worked as a project manager? Beyond that, what
does project management really entail, and how is it different from, you know, being a manager? And
what tools do the pros actually use, since there seem to be a new one released every week?
Everybody has projects now. Lots of people have
Q3) What information would you like to have to make this recommenddation?
Answer: The current types of organizational structure of project management are:
Functional organizational structure
Project-based organizational
Q4) Explain in detail why?
Answer: The most important decision in any project is what project to undertake. Project initiation
explains the factors that should be considered to give the best chance of a successful outcome. It also
discusses the life cycle of typical projects and the need for project management. Risks, estimates and
contracts: Before too much money is committed to a project, estimates are needed to determine how
much it will cost, how long it
Case Study 3
Q1) What should you do?
Answer: Go deep in the project and check all the possibilities. Search in detail and go deeper. Project
manager has the responsibility of it so
4. Q2) Explain in detail why?
Answer: Following case will involve ethical dilemmas associated with project management. Identify an
important relationship for example co-worker, boss, friend etc. in which you are having trouble gaining
cooperation. Access this relationship in your
Q3) What is a difference between leading managing project?
Answer: Project management is critical for the success of conveyor and other material handling systems
- it is where a project can succeed or fail. That's why we dedicate significant talent and resources into
developing the finest project management teams possible to help execute your project correctly, on
time, and to your specifications. Our
Q4) Is it important to build a relationship before you need it?
Answer: It's always better to build relationships before you need them or before a conflict arises. If you
already have a good relationship with the grocery store owner in your neighborhood, you will be in a
better position to help solve a dicey conflict between him and some neighborhood teens. If you have
already established a relationship with your school
Case Study 4
Q1) Would you sign the document?
Answer: I would not
Q2) If yes explain in detail why?
Answer: I would not
Q3) If no give reasons and why not?
Answer: I would go to management and ask them about the changes; maybe there is a cost that I don’t
know about. If I find out this
Q4) Why is a trust a function of both character and competence?
5. Answer: Both character and competence are necessary for trust in the context of church leadership and
ministry. By placing these in a matrix, some
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
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