This presentation search for roots of bad culture in surprising location - in strategic failures of top management or misunderstanding of strategy at all.
Surprising roots of bad organisational culture - shortened versionMiroslav Šebek
This presentation search for roots of bad culture in surprising location - in strategic failures of top management or misunderstanding of strategy at all.
The document summarizes a simulation game called mySTRATEX that is used to help companies execute their strategies more effectively. The game allows employees to learn a company's strategy through simulation. It also helps management understand relationships between strategic objectives and the impact of decisions and external events on performance. The customizable game includes a strategy map, event cards, initiative cards, and scoring to engage employees and motivate strategy implementation.
The document discusses strategies for making strategy actionable through a board game called mySTRATEX. Studies show that less than 10% of strategies are effectively executed. mySTRATEX allows companies to simulate executing their strategy over 3-5 years, making decisions and responding to events. It helps employees learn the company's strategy and the relationships between strategic objectives. The customizable board game can be used in strategic planning retreats.
This document discusses strategies for managing conflict at work. It identifies different types of conflict such as those arising from differing values or poor communication. It also outlines five strategies for handling conflict: avoiding, compromising, competing, accommodating, and collaborating. The document recommends assessing the situation before choosing a strategy and notes that collaboration requires the most effort but can result in win-win solutions. It also discusses the importance of addressing grievances, managing stress at both the organizational and individual level, and having skills like decision making, listening, and negotiation to effectively handle conflicts in the workplace.
Hays - The Predictable Failure of Strategic PlanningJay Hays
This document discusses why strategic planning often fails in organizations. It argues that strategic planning is oversimplified and fails to consider all relevant variables and perspectives due to time pressures. Implementation of strategic plans is also often short-changed by not providing adequate resources or commitment. As a result, plans are not given enough time to succeed or fail, leading to a cycle of perceived failures, cynicism, and diminished efforts. The author argues that for strategic planning to be effective, employees need to be more involved in the planning process so they understand the rationale and have context, rather than just being expected to implement plans from the top-down without involvement.
The document describes a five-stage model of team development: forming, storming, norming, performing, and adjourning. In the forming stage, team members get acquainted and establish expectations. Storming involves internal conflicts as goals are clarified. During norming, close relationships form through cooperation and trust. In performing, the team is fully functional and accomplishes goals. Finally, adjourning involves preparing for the team's disbandment. The document also discusses managing conflicts that may arise during different stages and the shift from traditional management to a leadership environment.
This document provides guidance on conducting a war gaming session at work to develop strategies. It outlines preparing teams to represent "enemy" and "host" perspectives. They will analyze opportunities and threats, develop plans, debate solutions, and finalize action plans with responsibilities and timelines. An experienced facilitator ensures a detailed, fun process where key stakeholders collaborate to anticipate challenges and unforeseen changes through creative strategic thinking.
Good Culture, Bad Culture: One Company, Two ManagersNeal Borkert
Slides from a presentation given at the Philadelphia CTO School meet up based on my article at https://medium.com/@ndborkedaunt/good-culture-bad-culture-one-company-two-managers-3468b6a56531#.iju2tj37u
Surprising roots of bad organisational culture - shortened versionMiroslav Šebek
This presentation search for roots of bad culture in surprising location - in strategic failures of top management or misunderstanding of strategy at all.
The document summarizes a simulation game called mySTRATEX that is used to help companies execute their strategies more effectively. The game allows employees to learn a company's strategy through simulation. It also helps management understand relationships between strategic objectives and the impact of decisions and external events on performance. The customizable game includes a strategy map, event cards, initiative cards, and scoring to engage employees and motivate strategy implementation.
The document discusses strategies for making strategy actionable through a board game called mySTRATEX. Studies show that less than 10% of strategies are effectively executed. mySTRATEX allows companies to simulate executing their strategy over 3-5 years, making decisions and responding to events. It helps employees learn the company's strategy and the relationships between strategic objectives. The customizable board game can be used in strategic planning retreats.
This document discusses strategies for managing conflict at work. It identifies different types of conflict such as those arising from differing values or poor communication. It also outlines five strategies for handling conflict: avoiding, compromising, competing, accommodating, and collaborating. The document recommends assessing the situation before choosing a strategy and notes that collaboration requires the most effort but can result in win-win solutions. It also discusses the importance of addressing grievances, managing stress at both the organizational and individual level, and having skills like decision making, listening, and negotiation to effectively handle conflicts in the workplace.
Hays - The Predictable Failure of Strategic PlanningJay Hays
This document discusses why strategic planning often fails in organizations. It argues that strategic planning is oversimplified and fails to consider all relevant variables and perspectives due to time pressures. Implementation of strategic plans is also often short-changed by not providing adequate resources or commitment. As a result, plans are not given enough time to succeed or fail, leading to a cycle of perceived failures, cynicism, and diminished efforts. The author argues that for strategic planning to be effective, employees need to be more involved in the planning process so they understand the rationale and have context, rather than just being expected to implement plans from the top-down without involvement.
The document describes a five-stage model of team development: forming, storming, norming, performing, and adjourning. In the forming stage, team members get acquainted and establish expectations. Storming involves internal conflicts as goals are clarified. During norming, close relationships form through cooperation and trust. In performing, the team is fully functional and accomplishes goals. Finally, adjourning involves preparing for the team's disbandment. The document also discusses managing conflicts that may arise during different stages and the shift from traditional management to a leadership environment.
This document provides guidance on conducting a war gaming session at work to develop strategies. It outlines preparing teams to represent "enemy" and "host" perspectives. They will analyze opportunities and threats, develop plans, debate solutions, and finalize action plans with responsibilities and timelines. An experienced facilitator ensures a detailed, fun process where key stakeholders collaborate to anticipate challenges and unforeseen changes through creative strategic thinking.
Good Culture, Bad Culture: One Company, Two ManagersNeal Borkert
Slides from a presentation given at the Philadelphia CTO School meet up based on my article at https://medium.com/@ndborkedaunt/good-culture-bad-culture-one-company-two-managers-3468b6a56531#.iju2tj37u
CULTURE EATS STRATEGY FOR BREAKFAST - AND SCALES AGILEJakob Wolman
Trying to scale agile? A company culture that supports agile is the key to create a sustainable, scalable environment.
Many successful companies have a strong company culture built on strong values. Even though the values of Spotify, Apple and Qlik are not fundamentally different from that of other companies, acting on these values contributes to their success.
Join this session to hear about how Qlik, an international company with over 2000 employees has created a culture that has helped the company through extreme growth and many challenges.
This talk will focus on how R&D live the culture and put core values to work. Find out how Qlik does Qlik Academy, Appreciation and Guilds. These are stories of a culture that creates alignment and shared vision. A culture that fits in perfectly with the values of agile.
You will leave with an understanding why a strong culture matters and how values can build a culture that creates market leading software in an agile working environment.
Walmart's culture focuses on respect for individuals, service to customers, and striving for excellence. It aims to provide low prices through everyday low pricing (EDLP) and rollback promotions. The HR culture offers designations, profit sharing, career growth programs, financial assistance, and encourages diversity. However, critics point to issues like excessive overtime, anti-union policies, supplier labor practices, and past discrimination. In response, Walmart has implemented strategies like a new posting system, advertising training programs, an incentive plan based on ratings, a job database, and stricter policy implementation.
6 Perspectives on Organisational DesignJohn Phillips
This document discusses 6 perspectives to consider when designing an organization: 1) stakeholder relationships, 2) decision making, 3) process support, 4) measures, 5) incentives and rewards, and 6) talent management. It emphasizes that organizational design is about more than just reporting structures and must support the organization's purpose, strategy, and processes. It also recommends testing the design from each perspective and refining it by getting input from managers at different levels to ensure it meets the organization's strategic objectives and is understood by all employees.
This document discusses several perspectives on organizational change and an organization's relationship with its environment. It describes theories such as contingency theory, which states an organization's structure should fit its environment to be effective. It also discusses resource dependence theory, which argues organizations aim to minimize dependence on others for resources and influence resource availability. Additionally, it covers perspectives such as population ecology, institutional theory, and evolutionary theory in relation to how organizations adapt and change over time in response to internal and external forces.
Building Creative, Collaborative CulturesAdam Connor
Organizations can struggle to make use of its employee's talent and creativity. The culture of an organization acts as a lens through which we can examine whether an organization is set up support or hinder innovation, creativity, and collaboration.
This document provides an overview of the organizational cultures of Tata Motors and Ford Motors. It discusses their general cultures, emphasis on innovation, strong ethics codes, focus on customer service, and commitment to social responsibility. Both companies aim to create a culture of integrity, excellence and responsibility to guide employees and meet customer needs. Tata Motors focuses on values while Ford aims to encourage cooperation across divisions. Their cultures play a key role in their success.
The document discusses different types of organizational structures and roles. It describes traditional structures like line, functional, and line and staff structures. It also covers modern structures such as project, matrix, free form, and virtual organizations. Finally, it defines some key organizational roles concepts like role identity, role perception, role expectation, and role conflict.
This document discusses organizational structures and cultures. It covers common organizational designs like simple, bureaucratic and matrix structures. It also discusses elements of organizational structure such as work specialization, chain of command, and departmentalization. Additionally, it examines characteristics, functions and types of organizational culture, including dominant and subcultures. Organizational culture influences behaviors and provides a sense of identity and commitment, though it can also act as a barrier to change, diversity and mergers.
Organizational culture and climate refer to the shared beliefs, customs, traditions, and values of members of an organization. Culture is relatively stable and defines the internal environment, while climate describes perceptions of characteristics that distinguish one organization from others and influence behavior. Key elements that shape culture and climate include structure, management support, reward systems, communication, and people orientation. Culture is maintained through employee selection, actions of top management, and socialization of new members.
What exactly is culture?
Understand culture using metaphors.
Understanding organisational culture.
Why organisational culture matters?
Explain and use techniques to evaluate organisational culture.
Cultural web
Cultural iceberg
Handy’s four culture types
Competing values framework
How is organisational culture created and preserved?
Can organisational culture be changed?
Discuss cases of cultural blunders.
What are the causes of cultural blunders?
How to minimise cultural blunders.
Organizational culture refers to shared meanings and behaviors among members of an organization. It is shaped by founders and reinforced over time through socialization, stories, rituals, and symbols. A strong culture with clear values can increase commitment and coordination but may also resist change and diversity. Managers can develop an ethical culture through role modeling, training, and rewarding ethical conduct. National culture also influences how organizational culture is expressed in other countries.
This document discusses organizational culture and climate. It defines organizational culture as shared meanings and beliefs within an organization that act as social glue. Culture is composed of visible elements like stories and rituals as well as invisible elements like shared values and assumptions. Culture forms through top management philosophy and is reinforced through stories, rituals, language and symbols. While strong cultures can benefit organizations, they do not always lead to higher performance if not aligned with the environment. The document also defines organizational climate as the psychological environment reflected in attitudes. It discusses how climate influences motivation, performance and satisfaction within an organization.
This presentation is dedicated to strangenesses of personal planning of a strategist (strategic thinker responsible for an organisation). This is neither about strategic planning nor about technology of personal planning of controlled people.
Strategic management as group of human beingsMiroslav Šebek
This presentation defines strategic management and examines different models of strategic management structures within organizations. It begins by defining strategic management as the part of an organization that transforms scarce resources, uncertain futures, and complex environments into clear, attainable instructions for the rest of the organization.
Several common models of strategic management structures are then analyzed, including a CEO-only model, a C-suite collective model, and an SBU model. The presentation critiques a model where the C-suite sits in both strategic and operational roles, arguing this leads to conflicts of interest. It also discusses an "external strategists" model and a problematic "pockets of strategy" model where top management avoids strategic decisions.
The presentation concludes by offering
Rumelt describes strategizing as identifying pivotal issues within your market and your industry and making a plan focused on forceful, results-oriented action. He reminds readers that strategy has little to do with ambitious goals, vision, leadership, innovation or determination. For many business leaders, strategy means promulgating meaningless slogans that tout impressive but unrealistic goals. A sound business strategy presents a specific action plan to overcome a defined challenge. Rumelt says good strategy involves multiple analyses and the painstaking development of thoughtful, expertly implemented policies that surmount obstacles and move the firm profitably ahead.
3 blind spots, bias & bravado – a toxic combinationmikegggg
This document discusses the importance of developing coherent, effective strategic plans and overcoming common pitfalls that lead to bad strategy. It notes that many organizations confuse bold ambitions with good strategy and fail to address their core challenges. The document advocates for strategic honesty, candor, and focus to identify an organization's most pressing problems and applying maximum effort to solving them. This involves acknowledging weaknesses, vigorous debate, and making tough strategic choices instead of trying to mitigate all risks.
2 accelerating high performance team effectivenessmikegggg
This document summarizes an executive report on leadership and business strategy from The Beacon Group, a Canadian professional services firm. The report discusses high performance team effectiveness and provides analysis on developing effective leadership teams. It identifies key factors such as strategic clarity, cultural alignment, credibility, commitment, and accountability. It also provides models for measuring team effectiveness and offers suggestions for improving team performance.
lease write all your response in a single MS Word document coverin.docxSHIVA101531
lease write all your response in a single MS Word document covering all questions and exercises, and paste (do not attach) the screen shots into the document in-line with your text.� It makes it much easier to read� -- and grade.� Please include screen shots of each step, not just one screen shot before or one after.
D.1. How do we assign a labor RESOURCE (human resource) to a task in MS Project?� Describe AND provide a screen shot of the steps.
D.2. What are labor COSTS in MS project?� How do we assign labor COSTS to a task in MS Project?� Describe AND provide a screen shot of the steps.
D.3. What are non-labor costs in MS Project?� How do we assign non-labor costs to a task in MS Project?� Describe AND provide a screen shot of the steps.
D.4. There are different kinds of non-labor costs, including expendables like supplies, one-time fixed costs, and unit rate costs (e.g., seven widgets at $13.00 each). ��What terms does MS Project use for these?� What is the difference in how to assign these non-labor costs in MS Project?
- D.1 and D.3 Resources and Costs - Student Group A: Last names A - L
- D.2 and D.4 Resources and Costs - Student Group B: Last names M - Z
Note: Please carefully note which exercises you are to do. That was not a typo. The exercises you are to do are not consecutive. Rather, both groups include both labor and non-labor questions/exercises. Group A is to do the odd numbered exercises (D.1 and D.3) and Group B is to do the even numbered exercises (D.2, and D.4).
Important Note:
These are individual homework assignments, not team projects. However, half the class (student Group A) will do exercises D.1 and D.3 and the other half of the class (student Group B) will do exercises D.2 and D.4. Nobody needs to do both exercises. The student groups (A and B) are the same groups as those used for the Week 2 homework and are not related to the student ITP project teams.
Remember the condition, the caveat, the "catch": Everyone must commit to read all the questions, and everyone must commit to read all the answers that I post after grading is complete. Anyone does not commit and follow through with this reading must then answer all the questions.
To reiterate: this MS Project homework assignment is not a team assignment but is an individual homework assignment.
Systems and the Fifth Discipline
Organizational Learning Disabilities
Most companies are poor learners.
Trouble is often very apparent, yet ignored.
Let’s identify the seven leaning disabilities.
Organizational Learning Disabilities
We are trained to be loyal to our jobs
We “become” the job
What do you do for a living?
Most describe their daily task.
Not the PURPOSE of the greater enterprise
NASA janitor
Most feel they have little or no influence in the system
Responsibilities are limited to the boundaries of their position.
Detroit vs. Japan
1. I Am My Position
Thou shalt alwa ...
Executives regularly complain that their staff don't think or act strategically. We examine three reasons why this may occur - and what you can do about it.
The document discusses the importance of distinguishing between policy, strategy, and tactics. It uses a military example to define these concepts: policy is set at the highest level and defines broad goals; strategy is developed by commanders to execute policy; and tactics are the specific plans and maneuvers used at lower levels to achieve strategy. It argues that a lack of clarity between these concepts in companies leads to disagreements, as people may be operating from different assumptions about their roles and responsibilities. Specifically, those focused on tactics may be criticized for strategic efforts, or vice versa.
This document provides an overview of strategic management and introduces a model for strategic analysis. It discusses two approaches to strategy - planning and adaptability. The model presented involves analyzing a firm's strategic history, current strategy, environment, stakeholders, and internal organization to develop a strategic vision and chosen strategy. Managing the fit between external opportunities and internal capabilities is key to strategic change. The document is intended to provide a framework for analyzing strategic problems and issues facing organizations.
Strategic thinking involves anticipating changes, recognizing new opportunities, and adapting plans in response to events. Good strategists balance planning with the ability to react creatively when circumstances change. The IKEA strategy emerged from reacting to opportunities rather than rigid planning. Strategic plans should allow for challenging assumptions and recognizing when the plan is outdated. Regular reviews and adapting strategy helps organizations take advantage of unforeseen events. Strategists assess risks and uncertainties but also make committed decisions to shape an uncertain future. Both internal risks like capabilities and external risks like market dynamics must be considered. An effective strategy balances planning with the flexibility to adjust to new information.
CULTURE EATS STRATEGY FOR BREAKFAST - AND SCALES AGILEJakob Wolman
Trying to scale agile? A company culture that supports agile is the key to create a sustainable, scalable environment.
Many successful companies have a strong company culture built on strong values. Even though the values of Spotify, Apple and Qlik are not fundamentally different from that of other companies, acting on these values contributes to their success.
Join this session to hear about how Qlik, an international company with over 2000 employees has created a culture that has helped the company through extreme growth and many challenges.
This talk will focus on how R&D live the culture and put core values to work. Find out how Qlik does Qlik Academy, Appreciation and Guilds. These are stories of a culture that creates alignment and shared vision. A culture that fits in perfectly with the values of agile.
You will leave with an understanding why a strong culture matters and how values can build a culture that creates market leading software in an agile working environment.
Walmart's culture focuses on respect for individuals, service to customers, and striving for excellence. It aims to provide low prices through everyday low pricing (EDLP) and rollback promotions. The HR culture offers designations, profit sharing, career growth programs, financial assistance, and encourages diversity. However, critics point to issues like excessive overtime, anti-union policies, supplier labor practices, and past discrimination. In response, Walmart has implemented strategies like a new posting system, advertising training programs, an incentive plan based on ratings, a job database, and stricter policy implementation.
6 Perspectives on Organisational DesignJohn Phillips
This document discusses 6 perspectives to consider when designing an organization: 1) stakeholder relationships, 2) decision making, 3) process support, 4) measures, 5) incentives and rewards, and 6) talent management. It emphasizes that organizational design is about more than just reporting structures and must support the organization's purpose, strategy, and processes. It also recommends testing the design from each perspective and refining it by getting input from managers at different levels to ensure it meets the organization's strategic objectives and is understood by all employees.
This document discusses several perspectives on organizational change and an organization's relationship with its environment. It describes theories such as contingency theory, which states an organization's structure should fit its environment to be effective. It also discusses resource dependence theory, which argues organizations aim to minimize dependence on others for resources and influence resource availability. Additionally, it covers perspectives such as population ecology, institutional theory, and evolutionary theory in relation to how organizations adapt and change over time in response to internal and external forces.
Building Creative, Collaborative CulturesAdam Connor
Organizations can struggle to make use of its employee's talent and creativity. The culture of an organization acts as a lens through which we can examine whether an organization is set up support or hinder innovation, creativity, and collaboration.
This document provides an overview of the organizational cultures of Tata Motors and Ford Motors. It discusses their general cultures, emphasis on innovation, strong ethics codes, focus on customer service, and commitment to social responsibility. Both companies aim to create a culture of integrity, excellence and responsibility to guide employees and meet customer needs. Tata Motors focuses on values while Ford aims to encourage cooperation across divisions. Their cultures play a key role in their success.
The document discusses different types of organizational structures and roles. It describes traditional structures like line, functional, and line and staff structures. It also covers modern structures such as project, matrix, free form, and virtual organizations. Finally, it defines some key organizational roles concepts like role identity, role perception, role expectation, and role conflict.
This document discusses organizational structures and cultures. It covers common organizational designs like simple, bureaucratic and matrix structures. It also discusses elements of organizational structure such as work specialization, chain of command, and departmentalization. Additionally, it examines characteristics, functions and types of organizational culture, including dominant and subcultures. Organizational culture influences behaviors and provides a sense of identity and commitment, though it can also act as a barrier to change, diversity and mergers.
Organizational culture and climate refer to the shared beliefs, customs, traditions, and values of members of an organization. Culture is relatively stable and defines the internal environment, while climate describes perceptions of characteristics that distinguish one organization from others and influence behavior. Key elements that shape culture and climate include structure, management support, reward systems, communication, and people orientation. Culture is maintained through employee selection, actions of top management, and socialization of new members.
What exactly is culture?
Understand culture using metaphors.
Understanding organisational culture.
Why organisational culture matters?
Explain and use techniques to evaluate organisational culture.
Cultural web
Cultural iceberg
Handy’s four culture types
Competing values framework
How is organisational culture created and preserved?
Can organisational culture be changed?
Discuss cases of cultural blunders.
What are the causes of cultural blunders?
How to minimise cultural blunders.
Organizational culture refers to shared meanings and behaviors among members of an organization. It is shaped by founders and reinforced over time through socialization, stories, rituals, and symbols. A strong culture with clear values can increase commitment and coordination but may also resist change and diversity. Managers can develop an ethical culture through role modeling, training, and rewarding ethical conduct. National culture also influences how organizational culture is expressed in other countries.
This document discusses organizational culture and climate. It defines organizational culture as shared meanings and beliefs within an organization that act as social glue. Culture is composed of visible elements like stories and rituals as well as invisible elements like shared values and assumptions. Culture forms through top management philosophy and is reinforced through stories, rituals, language and symbols. While strong cultures can benefit organizations, they do not always lead to higher performance if not aligned with the environment. The document also defines organizational climate as the psychological environment reflected in attitudes. It discusses how climate influences motivation, performance and satisfaction within an organization.
This presentation is dedicated to strangenesses of personal planning of a strategist (strategic thinker responsible for an organisation). This is neither about strategic planning nor about technology of personal planning of controlled people.
Strategic management as group of human beingsMiroslav Šebek
This presentation defines strategic management and examines different models of strategic management structures within organizations. It begins by defining strategic management as the part of an organization that transforms scarce resources, uncertain futures, and complex environments into clear, attainable instructions for the rest of the organization.
Several common models of strategic management structures are then analyzed, including a CEO-only model, a C-suite collective model, and an SBU model. The presentation critiques a model where the C-suite sits in both strategic and operational roles, arguing this leads to conflicts of interest. It also discusses an "external strategists" model and a problematic "pockets of strategy" model where top management avoids strategic decisions.
The presentation concludes by offering
Rumelt describes strategizing as identifying pivotal issues within your market and your industry and making a plan focused on forceful, results-oriented action. He reminds readers that strategy has little to do with ambitious goals, vision, leadership, innovation or determination. For many business leaders, strategy means promulgating meaningless slogans that tout impressive but unrealistic goals. A sound business strategy presents a specific action plan to overcome a defined challenge. Rumelt says good strategy involves multiple analyses and the painstaking development of thoughtful, expertly implemented policies that surmount obstacles and move the firm profitably ahead.
3 blind spots, bias & bravado – a toxic combinationmikegggg
This document discusses the importance of developing coherent, effective strategic plans and overcoming common pitfalls that lead to bad strategy. It notes that many organizations confuse bold ambitions with good strategy and fail to address their core challenges. The document advocates for strategic honesty, candor, and focus to identify an organization's most pressing problems and applying maximum effort to solving them. This involves acknowledging weaknesses, vigorous debate, and making tough strategic choices instead of trying to mitigate all risks.
2 accelerating high performance team effectivenessmikegggg
This document summarizes an executive report on leadership and business strategy from The Beacon Group, a Canadian professional services firm. The report discusses high performance team effectiveness and provides analysis on developing effective leadership teams. It identifies key factors such as strategic clarity, cultural alignment, credibility, commitment, and accountability. It also provides models for measuring team effectiveness and offers suggestions for improving team performance.
lease write all your response in a single MS Word document coverin.docxSHIVA101531
lease write all your response in a single MS Word document covering all questions and exercises, and paste (do not attach) the screen shots into the document in-line with your text.� It makes it much easier to read� -- and grade.� Please include screen shots of each step, not just one screen shot before or one after.
D.1. How do we assign a labor RESOURCE (human resource) to a task in MS Project?� Describe AND provide a screen shot of the steps.
D.2. What are labor COSTS in MS project?� How do we assign labor COSTS to a task in MS Project?� Describe AND provide a screen shot of the steps.
D.3. What are non-labor costs in MS Project?� How do we assign non-labor costs to a task in MS Project?� Describe AND provide a screen shot of the steps.
D.4. There are different kinds of non-labor costs, including expendables like supplies, one-time fixed costs, and unit rate costs (e.g., seven widgets at $13.00 each). ��What terms does MS Project use for these?� What is the difference in how to assign these non-labor costs in MS Project?
- D.1 and D.3 Resources and Costs - Student Group A: Last names A - L
- D.2 and D.4 Resources and Costs - Student Group B: Last names M - Z
Note: Please carefully note which exercises you are to do. That was not a typo. The exercises you are to do are not consecutive. Rather, both groups include both labor and non-labor questions/exercises. Group A is to do the odd numbered exercises (D.1 and D.3) and Group B is to do the even numbered exercises (D.2, and D.4).
Important Note:
These are individual homework assignments, not team projects. However, half the class (student Group A) will do exercises D.1 and D.3 and the other half of the class (student Group B) will do exercises D.2 and D.4. Nobody needs to do both exercises. The student groups (A and B) are the same groups as those used for the Week 2 homework and are not related to the student ITP project teams.
Remember the condition, the caveat, the "catch": Everyone must commit to read all the questions, and everyone must commit to read all the answers that I post after grading is complete. Anyone does not commit and follow through with this reading must then answer all the questions.
To reiterate: this MS Project homework assignment is not a team assignment but is an individual homework assignment.
Systems and the Fifth Discipline
Organizational Learning Disabilities
Most companies are poor learners.
Trouble is often very apparent, yet ignored.
Let’s identify the seven leaning disabilities.
Organizational Learning Disabilities
We are trained to be loyal to our jobs
We “become” the job
What do you do for a living?
Most describe their daily task.
Not the PURPOSE of the greater enterprise
NASA janitor
Most feel they have little or no influence in the system
Responsibilities are limited to the boundaries of their position.
Detroit vs. Japan
1. I Am My Position
Thou shalt alwa ...
Executives regularly complain that their staff don't think or act strategically. We examine three reasons why this may occur - and what you can do about it.
The document discusses the importance of distinguishing between policy, strategy, and tactics. It uses a military example to define these concepts: policy is set at the highest level and defines broad goals; strategy is developed by commanders to execute policy; and tactics are the specific plans and maneuvers used at lower levels to achieve strategy. It argues that a lack of clarity between these concepts in companies leads to disagreements, as people may be operating from different assumptions about their roles and responsibilities. Specifically, those focused on tactics may be criticized for strategic efforts, or vice versa.
This document provides an overview of strategic management and introduces a model for strategic analysis. It discusses two approaches to strategy - planning and adaptability. The model presented involves analyzing a firm's strategic history, current strategy, environment, stakeholders, and internal organization to develop a strategic vision and chosen strategy. Managing the fit between external opportunities and internal capabilities is key to strategic change. The document is intended to provide a framework for analyzing strategic problems and issues facing organizations.
Strategic thinking involves anticipating changes, recognizing new opportunities, and adapting plans in response to events. Good strategists balance planning with the ability to react creatively when circumstances change. The IKEA strategy emerged from reacting to opportunities rather than rigid planning. Strategic plans should allow for challenging assumptions and recognizing when the plan is outdated. Regular reviews and adapting strategy helps organizations take advantage of unforeseen events. Strategists assess risks and uncertainties but also make committed decisions to shape an uncertain future. Both internal risks like capabilities and external risks like market dynamics must be considered. An effective strategy balances planning with the flexibility to adjust to new information.
Strategically organised communication: why, what and howKrisjanis Papins
Communication happens every day but only strategically organised communication will help you reach your goals, build a strong brand and basically — get all your ducks in one row. So — how do you create it? See this well illustrated and clear field guide for everything you need to know to organise your communication more efficiently.
This document provides an overview of a strategic planning process for a company. It discusses developing a mission statement, conducting a SWOT analysis, creating a vision statement, and establishing marketing imperatives and communication plans. Key outcomes of the process include identifying strengths, weaknesses, opportunities, threats, and creating plans to leverage strengths and address weaknesses. The summary also highlights the importance of overcoming the five dysfunctions of a team to effectively implement the strategic plan.
This document provides an overview of a strategic planning process for a company. It discusses developing a mission statement, conducting a SWOT analysis, creating a vision statement, and establishing marketing imperatives and communication plans. Key outcomes of the process include identifying strengths, weaknesses, opportunities, threats, and creating plans to leverage strengths and address weaknesses. The summary also discusses implementing the strategy, monitoring progress, and addressing the five dysfunctions of teams.
This document provides an overview of a strategic planning process for a company. It discusses developing a mission statement, conducting a SWOT analysis, creating a vision statement, and establishing marketing imperatives and communication plans. Key outcomes of the process include identifying strengths, weaknesses, opportunities, threats, and creating plans to leverage strengths and address weaknesses. The summary also discusses implementing the strategy, monitoring progress, and addressing the five dysfunctions of teams.
Strategic planning is defined as the “enhancing its success by dealing with weaknesses and threats as well as the strengths and opportunities that present themselves to the organisation. It involves selecting from a range of strategies and building a plan to carry out those strategies, including marshaling the resources and organisational elements necessary to carry out the plan and evaluate its performance” (Vargoa & Seville, 2011:5621).
Check out @ www.eleaderstochange.com
Follow: #eleaders2change
The document discusses the SWOT technique, a strategic planning process that involves identifying a group's Strengths, Weaknesses, Opportunities, and Threats. It describes each component of the SWOT analysis and provides questions to guide brainstorming for each area. The SWOT technique is presented as a key part of the information gathering phase for strategic planning and visioning within an organization.
The document discusses the SWOT technique, a strategic planning process that involves identifying a group's Strengths, Weaknesses, Opportunities, and Threats. It describes each component of the SWOT analysis and provides questions to guide brainstorming for each area. The SWOT technique is presented as a key part of the information gathering phase for strategic planning and visioning within an organization.
The document discusses various aspects of strategy formulation at different levels - individual, business, corporate, national, and functional. It covers frameworks for analyzing external environment, internal environment, competitive advantages, and developing strategic intent. Various models and perspectives for strategy formulation are presented, along with factors for critically evaluating strategies. The key aspects discussed include competitive environment analysis, developing quality and value chain strategies, role of top management and organizational design in strategy process.
Innovative service companies today recognize that they can supercharge profits by acknowledging that different groups of customers vary widely in their behavior, desires, and responsiveness to marketing. Federal Express Corporation, for example, has revolutionized its marketing philosophy by categorizing its business customers internally as the good, the bad, and the ugly--based on their profitability. Rather than marketing to all customers in a similar manner, the company now puts its efforts into the good, tries to move the bad to the good, and discourages the ugly.(n1) Similarly, the customer service center at First Union, the sixth-largest bank in the U.S., codes customers by color squares on computer screens using a database technology known as "Einstein." Green customers are profitable and receive extra customer service support while red customers lose money for the bank and are not granted special privileges such as waivers for bounced checks. Providing different service to customers depending on their profitability is becoming an effective and profitable service strategy for firms like FedEx, U.S. West, First Union, Hallmark, GE Capital, Bank of America, and The Limited. These firms have discovered that they need not serve all customers equally well--many customers are too costly to do business with and have little potential to become profitable, even in the long term. While companies may want to treat all customers with superior service, they find it is neither practical nor profitable to meet (and certainly not to exceed) all customers' expectations. Further--and probably more objectionable to quality zealots--in most cases it is desirable for a firm to alienate or even "fire" at least some of its customers. While quality advocates may be offended by the notion of serving any customer in less than the best possible way, in many situations both the company and its customers obtain better value
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1. Surprising roots of terrible
organisational culture
by Miroslav Šebek
April 2013
Do you checkmate your own culture by mistake ?
2. Organisational culture is equal superposion of two
'subcultures' described below:
First part - formed by general situation of an organization.
Let's imagine – a company just won big tender, jobs are secured for years, wages are expected to
rise, people are not overloaded. It's easy to expect that in such company this part of culture would
be 'smiling' (=happy people, willing to collaborate, share information, help each other etc). On
opposite, in a company which is overburdened with debt, loses customers and prepares layoffs,
this part of culture would be 'gloomy' (=frustrated people, secretiveness, lack of mutual
confidence, plots everywhere). You can’t change it by a teambuilding or 'Keep smiling!' posters
everywhere. In fact, such attempts even worse further the gloomy situation, because they
highlight top management’s loss of common-sense.
This first part is obviously direct result of strategy - either good or bad.
And nothing else but strategy can alter it!
Basically, you can't develop Sunday school atmosphere in a refugee camp,
where is lack of everything...
1.
3. Second part - it's about individuals or departments or diverse ways how to
achieve same goal.
It’s just about habits and setting of rules of conduct in an organisation.
This second part of organisational culture is amenable to improvements by
means of psychology, aesthetics, team building, dress code, approach to
smoking, organization of work etc.
It's also broadly open to imitation from one organization to another.
2.
The two parts of culture above are mutually independent,
because change of one part doesn’t affect second part.
The rest of this presentation concerns the first (strategy related) part of
organisational culture.
You can also see shortened version of this presentation here
Next few slides approache step by step to the core of the problem with strategy which affects
heavily organisational culture. Be patient …
5. This is a game of chess !
Neither you nor your opponent is eschewed with unlimited time for decision making and execution.
To make your opponent deplete his/her time is legitimate way to victory.
6. Of course, you can’t expect your opponent in chess will waste
his/her time in order to make your victory easier.
But you can dream sweetly that your opponent is a seasoned
strategic manager doing some or all of following things:
7. 1. Opponent could be smart enough to split up
his/her total responsibility into hands of particular
specialists
Let’s imagine – instead of one average player you will face five
grandmasters: first responsible for King and Queen, second for
Bishops, third for Knights, fourth for Rooks and the fifth for Pawns.
As soon as they arrange their competencies, rules of collaboration,
compensations for their sacrificed pieces, rules of deployment into
particular turns, reporting to your opponent (their owner) and most
importantly bonuses for taking of your pieces – you will be inevitably
doomed!
8. 2. Opponent could be smart enough to split up
his/her total responsibility into ‘geographical’ areas
Let’s imagine – instead of one average player you will face four
grandmasters: first responsible for sector U, second for V, third for W
and fourth for X.
Naturally, there would be some organisational issues (similar to these
at previous slide) in this case. After all, your smart opponent didn’t
pay for his/her MBA for nothing. If management were simple,
everybody would do it...
9. 3. Opponent could be systematic enough to develop
long-term plan for victory and adjust it on a regular
basis
Let’s imagine – you merely analyse for 4-5 turns ahead like every
average player. But your opponent has developed long-term plan for
20 moves ahead (probably based on previous experience with you or
on study of chess libraries). Of course, the plan has to be revised and
slightly changed every 5 turns. Have you already shaky knees of such
opponent?
10. What is deadly wrong with proven virtues of
Problem structuring, Responsibility delegation or
Planning ? Why they can’t help you win mere
game of chess ? Why they are even obviously
working against you in this game?
Now stop laughing and start thinking !
It’s apparent:
1. They consume too much time and other resources without an
appropriate benefit
2. They broadly ignore possible actions of the opponent
3. Sum of partial analyses of a holistic problem is not analyse of the
whole problem and doesn’t give a solution of it.
11. Nonetheless, Problem structuring, Responsibility delegation or
Planning are O.K.
They are really proven tools. However, they are tools of
Project managament
Unfortunatelly, game of chess (and development of
a company too) is not a Project but issue of Strategy !
Table at the next slide shows fundamental differencies between Project and
Strategy approaches to a problem and problem solving
12. Project Strategy
Clear and static goal (e.g. to build 500m
skyscraper in HongKong till 2015)
Unclear and moving goal (to build succesful
company, beat competion)
Sufficient resources for achievement of the
goal (e.g. $5bn budget for the skyscraper)
Inherent scarcity of resources (you can’t
invade all markets and defend against all
your competitors at the same time)
Nobody tries to undermine your effort Active competion tries to overshadow you
Other projects (even of the same kind) are
irrelevant for you (e.g. other skyscraper
construction next block)
Nothing is more important for you than
strategies of your competitors
Components of a project can be changed
with zero or minimal effect on other
components or on the whole
Every single change in a component of a
strategy requires at least review of the
strategy (usually its total reworking),
because all is tightly interconnected.
Manageable complexity of the project Overwhelming complexity of environment
Repeatedly usable tools (e.g. planning) of
project management are at hand
At best, some laundry lists of ‘Avoid xyz’ and
‘Don’t forget abc’ are available
Leader of a project has to be well organised
BOSS of his/her subordinates
Strategic leader must be DECISION MAKER
able to bear responsibility for his/her
decisions
13. Now, what happens when ‘Project people’ face strategic
challenges :
Strategic challenge ‘Strategic’ response ‘Project approach’ response
Overwhelming
complexity
Simplification; finding of an
outline of the situation
Analysis – paralysis or looking for a tool
(or consultant), which should give the
response
Uncertain future Building of base of broadly
usable advantages, taking
initiative
Incremental planning (based on
previous experience, now-available
data and crystal ball)
Inherent scarcity of
resources
Strategic decision on focus
(=decide what NOT to do)
Try best with available resources
(=overstretch your resources and
people too); improve (=made more
complex) organisational sctructure; use
a team-building mantra (like 1+1>2)
They (project people) are not stupid, they just do in strategic management what
they had been doing successufully before they were promoted to strategic
management.
14. Transforms Uncertainty, Complexity and
Scarcity into
Role of strategic management in an organisation:
Strategic
management
Uncertain future
Overwhelming
complexity of
environmnent
Inherent
scarcity of
resources
The rest of the organisation
Clear, Unambiguous, Attainable and Fully
funded tasks for
By Strategic decision on
Focus (=what NOT to do)By building base of
advantages, taking
initiative
By Simplification and
Outlining
15. If strategic management plays the role:
THEN
Strategic management can sometimes make a mistake, still enjoying support
of the rest of the organisation. Very few mistakes are inevitably fatal...
BECAUSE
Middle managers and rank and file realize that crafting strategy is hard work
including many uncertainties. So they are happy it is not their job.
AND
Even bad strategic decision gives them Clear, Unambiguous, Attainable and
Fully funded instructions what to do. So people are normally carrying out
feasible tasks, maybe giving feedback.
Isn’t the above essence of admired Japanese business culture ? ...
16. If strategic management doesn’t play the role:
(& avoids Strategic decisions on Focus in particular)
THEN
Isn’t the above essence of business culture in typical western
corporation ? ...
1. Strategic management is indistinguishable from the rest of the
organisation in the sense of its mission.
2. Complexity, Uncertainty and Scarcity are invited into the organisation
and everybody must face the demons. It creates the typical atmosphere
of nonsensicality, hopelessness, futility and hostility. Battle for scarce
resources is pernamently under way. Homo homini lupus est – called it
in ancient Rome.
3. Everybody in such organisation can be strategic manager making
strategic decisions – in fact the responsibility is pressed down to rank
and file (nobody in hierarchy wants to decide anything). Such strategic
decisions made at the bottom of hierarchy are usually nicknamed as
‘analysis’ or ‘decision basis’, suplied with initials and sent to
responsibility avoiders in top management.
17. „Things are never so bad they can't be made worse“
Humphrey Bogart
Top managent avoiding responsibility for strategic decisions rarely does NOTHING.
It usually tries to substitute missing decisions for:
1. Organisational measures (= making organisation more complex, introducing new
artificial borders into organisational structure etc.)
2. Improved communication (= more reports, memos, guidelines etc.)
3. Teambuilding & motivational magic (like 1+1>2; I wonder what equals 0+0 in this algebra...)
Scarcity of resources + Artificial borders,
doesn’t it sound familiar to you?
See next slide for the answer
By the way : Do you think that word ‘compromise’ has positive meaning ?
18. Yes, that’s it !
Middle East and North Africa
Region famous for its prosperity, tolerance and peaceful growth
No wonder that so many business owners want to imitate it in their businesses !
19. Underline notes
1) Even ordinary (e.g. building) project becomes strategic game if active opposition
has risen against it.
2) High tech projects of large scale (far space missions, advanced nuclear power
plants etc.) are always strategic because all resources for them are not clear or at
hand when the ‘projects’ are kicked off.
3) Project Manhattan and Project Apollo were (contrary to their names) well
conducted pieces of strategy
4) Sun Tzu’s famous The art of war says to the topic:
VI.17 For should the enemy strengthen his van, he will weaken his rear; should he strengthen
his rear, he will weaken his van; should he strengthen his left, he will weaken his right; should
he strengthen his right, he will weaken his left. If he sends reinforcements everywhere, he will
everywhere be weak.
X.18 When the general is weak and without authority; when his orders are not clear and
distinct; when there are no fixed duties assigned to officers and men, and the ranks are formed
in a slovenly haphazard manner, the result is utter disorganization.
20. All my presentations on strategy and
corporate culture
Personal planning of strategist http://www.slideshare.net/kerimek/personnal-planning-of-
strategist
My glosses to famous Sun Tzu’s The Art of War http://www.slideshare.net/kerimek/the-art-of-war-glosses
Surprising roots of bad organizational culture http://www.slideshare.net/kerimek/roots-of-badculture
Surprising roots of bad organizational culture – shortened version http://www.slideshare.net/kerimek/roots-of-bad-culture-
shortened-version
Strategic management as group of human beings http://www.slideshare.net/kerimek/strategic-management-
as-group-of-human-beings
Enlargement of a small power plant http://www.slideshare.net/kerimek/enlargement-of-a-
small-power-plant-project-and-strategy
21. Thank you for your attention!
Looking forward to your feedback, you can use my e-mail
miroslav.sebek@seznam.cz
or send me message at LinkedIn