This document summarizes a study on executive coaching as a tool for implementing organizational change. It discusses how coaching can help executives inspire change in employee behavior to initiate and sustain organizational changes. It outlines two levels of analysis for implementing coaching during change processes - analyzing individual perceptions and their effects, and the institutional approach to change management. It then describes theories of organizational change, such as the four frameworks model and intentional change theory, and how coaching can facilitate change using these frameworks. Coaching aims to help individuals and organizations approach change in a mindful, sustainable way through various stages of discovery and development.
This document discusses strategies for human resources departments to evolve into a more strategic role within higher education institutions. It addresses three questions: 1) How can HR demonstrate its success in delivering value and strategic efficiency? 2) What innovative approaches can help sustain institutional talent amid financial pressures? 3) How can HR attain greater participation in decision making? To answer these questions, the document discusses developing HR analytics using metrics and scorecards, implementing cost-effective strategies to support employees, and HR further establishing itself as a strategic leader within the institution.
Cm 533 theory and process of communication sprinjasmin849794
This document outlines the requirements for a Part 2 paper assignment in a CM 533 communications course. Students must write a report on a concept from a non-communications field by identifying the central concept, related theory incorporating the concept and other concepts, and overarching paradigm encompassing the concept and theory. The report must include defined concepts from sources, a paraphrased statement of the theory drawing from sources, a paraphrased statement of the paradigm drawing from sources, and a critique evaluating the concept, theory and paradigm against evaluation criteria. An outline will be provided and the paper is due on February 15th for 20 points.
A study on branding strategies via social media for a statup companyRachana Patil
This document provides an internship report submitted by Rachana Mohan Patil to Visvesvaraya Technological University in partial fulfillment of an MBA degree. The report details an internship conducted at HumanKart Services Pvt Ltd, where the intern studied branding strategies for startups via social media. The report includes an introduction, company and industry profiles, methodology, findings and conclusions regarding using social media like Facebook for branding.
Employee relations involves protecting employee rights, handling grievances, and encouraging open communication between employees and management. It has five key aspects: employee involvement, communication, rights, discipline, and counseling. Counseling provides advice, reassurance, releases tension, clarifies thinking, and helps with reorientation. Discipline aims to encourage compliance and can be preventative or corrective. Positive discipline focuses on problems, gets agreement, and ensures commitments are met to reduce severe actions. Dismissing employees requires objective standards be communicated, performance issues documented, training provided, and time to improve given.
Impact of employee motivation and personality on performanceSYEDA KANWAL NOREEN
This document discusses the impact of employee motivation and personality on organizational performance at LMKR, an oil and gas technology company. It covers several key topics:
1. Motivational strategies used at LMKR including job design, enrichment, feedback, and rewarding employees. Job design methods like skill variety, task identity, autonomy, and significance are believed to positively impact motivation.
2. The link between individual personality traits like openness, conscientiousness, extraversion, and agreeableness and workplace performance. Certain traits are correlated with skills relevant to different job types.
3. How personality is important in recruitment and selection processes to identify candidates whose traits match job requirements and organizational culture.
Sample Report on Organizational behavior by Expert Writers of Instant Essay ...Instant Essay Writing
Organizational behavior plays an important role in which individuals and groups can interact within entity. This behavior creates a healthy working environment in company that can be positive or negative. An important goal of organizational behavior is to improve the effectiveness of company and the extent to which it is productive and satisfies the demand of its customers. For More Information, read our complete sample written by expert writers of instant essay writing.
This document provides an overview of organizational development (OD). It defines OD as a planned process to increase organizational effectiveness through interventions in organizational processes using behavioral science knowledge. The goal of OD is to improve how organizations function and transform systems over time. It discusses the historical emergence of OD in the 1950s-1960s and focuses on creating conducive organizational culture, improving processes, and transforming structures. The document outlines five units that will be covered related to introductions to OD, diagnoses for interventions, organizational change, managing planned change, and the OD process.
Organizational citizenship Behavior as Attitude Integrity in Measurement of I...IOSR Journals
Quality of Human Resource represent one of the factor which to increase performance productivity an institution or organization. Therefore, needed Human Resource having high interest because interest or membership will be able to support the make-up of employees performance achievement. During the time at generally in governance institution not yet had officer with adequate interest, proved with still lower officer productivity and is difficult measure officer performance [in] governance institution scope. Performance Management System in a modern concept of human resource management is an objective and transparent performance measurement model of Organizational Citizenship Behavior in giving reward to individual’s sacrifice for organization. Three main elements of individual’s sacrifice performed in Organizational Citizenship Behavior (OCB) are compliance, loyality, and participation.The organization shoud appreciate these attitudes by giving clear job description and brief rewardsystemcriteriato encourage the individual’s job motivation. Combined with theindividual assessment of job description, job grading is used to compile a correct Key Performance Indexand a precise salary component. The aim of this action research is to give a comprehensive solution for Hospital X, in order to determine a Key Performance Indexsmodel, in response to some problems such as jobmotivation, work stress and performance. An interviews with hospital’s director and Human Resources section was conducted to compile the KPI. The results of this research can be recommended to the hospital to make a comprehensive performance assessment consist of the review of employee's job descriptions, Key Performance Indicator (KPI), job grading, specifying fundamental salary based on work,Bonus Scame and score summary
This document discusses strategies for human resources departments to evolve into a more strategic role within higher education institutions. It addresses three questions: 1) How can HR demonstrate its success in delivering value and strategic efficiency? 2) What innovative approaches can help sustain institutional talent amid financial pressures? 3) How can HR attain greater participation in decision making? To answer these questions, the document discusses developing HR analytics using metrics and scorecards, implementing cost-effective strategies to support employees, and HR further establishing itself as a strategic leader within the institution.
Cm 533 theory and process of communication sprinjasmin849794
This document outlines the requirements for a Part 2 paper assignment in a CM 533 communications course. Students must write a report on a concept from a non-communications field by identifying the central concept, related theory incorporating the concept and other concepts, and overarching paradigm encompassing the concept and theory. The report must include defined concepts from sources, a paraphrased statement of the theory drawing from sources, a paraphrased statement of the paradigm drawing from sources, and a critique evaluating the concept, theory and paradigm against evaluation criteria. An outline will be provided and the paper is due on February 15th for 20 points.
A study on branding strategies via social media for a statup companyRachana Patil
This document provides an internship report submitted by Rachana Mohan Patil to Visvesvaraya Technological University in partial fulfillment of an MBA degree. The report details an internship conducted at HumanKart Services Pvt Ltd, where the intern studied branding strategies for startups via social media. The report includes an introduction, company and industry profiles, methodology, findings and conclusions regarding using social media like Facebook for branding.
Employee relations involves protecting employee rights, handling grievances, and encouraging open communication between employees and management. It has five key aspects: employee involvement, communication, rights, discipline, and counseling. Counseling provides advice, reassurance, releases tension, clarifies thinking, and helps with reorientation. Discipline aims to encourage compliance and can be preventative or corrective. Positive discipline focuses on problems, gets agreement, and ensures commitments are met to reduce severe actions. Dismissing employees requires objective standards be communicated, performance issues documented, training provided, and time to improve given.
Impact of employee motivation and personality on performanceSYEDA KANWAL NOREEN
This document discusses the impact of employee motivation and personality on organizational performance at LMKR, an oil and gas technology company. It covers several key topics:
1. Motivational strategies used at LMKR including job design, enrichment, feedback, and rewarding employees. Job design methods like skill variety, task identity, autonomy, and significance are believed to positively impact motivation.
2. The link between individual personality traits like openness, conscientiousness, extraversion, and agreeableness and workplace performance. Certain traits are correlated with skills relevant to different job types.
3. How personality is important in recruitment and selection processes to identify candidates whose traits match job requirements and organizational culture.
Sample Report on Organizational behavior by Expert Writers of Instant Essay ...Instant Essay Writing
Organizational behavior plays an important role in which individuals and groups can interact within entity. This behavior creates a healthy working environment in company that can be positive or negative. An important goal of organizational behavior is to improve the effectiveness of company and the extent to which it is productive and satisfies the demand of its customers. For More Information, read our complete sample written by expert writers of instant essay writing.
This document provides an overview of organizational development (OD). It defines OD as a planned process to increase organizational effectiveness through interventions in organizational processes using behavioral science knowledge. The goal of OD is to improve how organizations function and transform systems over time. It discusses the historical emergence of OD in the 1950s-1960s and focuses on creating conducive organizational culture, improving processes, and transforming structures. The document outlines five units that will be covered related to introductions to OD, diagnoses for interventions, organizational change, managing planned change, and the OD process.
Organizational citizenship Behavior as Attitude Integrity in Measurement of I...IOSR Journals
Quality of Human Resource represent one of the factor which to increase performance productivity an institution or organization. Therefore, needed Human Resource having high interest because interest or membership will be able to support the make-up of employees performance achievement. During the time at generally in governance institution not yet had officer with adequate interest, proved with still lower officer productivity and is difficult measure officer performance [in] governance institution scope. Performance Management System in a modern concept of human resource management is an objective and transparent performance measurement model of Organizational Citizenship Behavior in giving reward to individual’s sacrifice for organization. Three main elements of individual’s sacrifice performed in Organizational Citizenship Behavior (OCB) are compliance, loyality, and participation.The organization shoud appreciate these attitudes by giving clear job description and brief rewardsystemcriteriato encourage the individual’s job motivation. Combined with theindividual assessment of job description, job grading is used to compile a correct Key Performance Indexand a precise salary component. The aim of this action research is to give a comprehensive solution for Hospital X, in order to determine a Key Performance Indexsmodel, in response to some problems such as jobmotivation, work stress and performance. An interviews with hospital’s director and Human Resources section was conducted to compile the KPI. The results of this research can be recommended to the hospital to make a comprehensive performance assessment consist of the review of employee's job descriptions, Key Performance Indicator (KPI), job grading, specifying fundamental salary based on work,Bonus Scame and score summary
This document summarizes a research study on the impact of employee motivation on performance in private firms in Multan, Pakistan. The study found that employee motivation is important for both employee and firm performance. A questionnaire was administered to employees across different levels and departments. The results showed that most employees were satisfied with their work, and that supervisors play an important role in motivating employees through listening, communicating expectations, and supporting development. Overall, the study concluded that motivated employees are more productive and that firms should focus on motivating employees to improve performance.
The role organizational rewards on employees motivationAwais Sargana
The document discusses organizational rewards and their impact on employee motivation. It provides background on motivation theories and defines intrinsic and extrinsic motivation. The research aims to evaluate the role of organizational rewards, like monetary and non-monetary benefits, on employee motivation levels. An exploratory study will examine banking sector employees using questionnaires, interviews and observations to understand how rewards influence motivation. The findings could help organizations improve employee motivation and identify ways to enhance services.
This document provides a literature review and proposes a performance appraisal model for
implementing in a Student Affairs division of a large institution of higher education. It discusses the
rationale for performance appraisals being important for business and human resource policy. The
model aims to collect employee performance information systematically and provide feedback to
integrate into the organization's performance management process. The review covers objectives of
performance appraisals like focusing on performance not personalities, reaching agreements on areas
for improvement, and identifying training needs. It also discusses pitfalls to avoid in conducting
appraisals and legal implications around ensuring appraisal systems are valid and fairly administered.
My dissertation i good very good marks on it i want everyone to look and get the best idea how to get the work done, hope you are gonna love my job, please check chapter 2 and you will get to know how to work on that. I got very good feedback on that from my supervisor too...
As part of Mercer's commitment to providing clients with research-based solutions, Mercer’s employee research group conducts a series of national studies around the globe, entitled What’s Working™.
These studies allow us to analyze national trends regarding employee perceptions and to identify the key drivers of employee engagement – by country and on a global basis.
The document discusses the evolution of performance management theory over the last 150 years. It examines the work of several theorists including Frederick Taylor, Henry Gantt, Henri Fayol, Peter Drucker, and Elton Mayo. Taylor developed scientific management methods that broke jobs down into tasks while Fayol and Drucker contributed frameworks for the five elements and operations of management. Mayo's human relations approach emphasized the social aspects of work and motivation. Overall, the document traces the development of management theory and its focus on both organizational structures and human factors.
This document discusses strategies for building positive employee relations. It covers the HR role in ensuring fair treatment of employees and resolving problems. Practices that promote positive relations include fair treatment, career opportunities, feedback mechanisms like surveys and open communication. Employee involvement strategies discussed include job design, alternative work schedules, teams and suggestion systems. The document also addresses measuring employee attitudes through surveys and focus groups, developing an effective employee handbook, and using a progressive disciplinary process to correct behavior rather than punish.
The document outlines key concepts and theories related to leadership discussed in Chapter 17, including:
1) Early theories focused on identifying leadership traits and behaviors, finding some traits like drive and integrity associated with success but no definitive styles.
2) Contingency theories proposed that leadership effectiveness depends on matching style to situational factors, like Fiedler's model matching styles to leader-member relations and Hersey-Blanchard's situational leadership theory.
3) Contemporary views distinguish between transactional leaders who guide followers to goals and transformational leaders who inspire followers through an attractive vision and charismatic personality.
Effects of reward strategies on employee performance at kabete technical trai...Alexander Decker
This document discusses the effects of reward strategies on employee performance at Kabete Technical Training Institute in Nairobi, Kenya. It reviews theories of motivation and related literature on reward systems. The study used a survey of 159 employees to examine how personal achievement, growth opportunities, recognition, and promotion influence performance. The results found a significant relationship between rewards and performance. Personal achievement was a key motivator. Employees preferred promotion, better pay, cash bonuses, and training. The study recommends leveraging intrinsic motivation, improving training, recognizing performance fairly, and revising promotion policies to enhance retention.
Impact of incentives on motivation level of employee (2)Ikram Khan
The document discusses the impact of incentives on the motivational level of employees. It defines incentives and motivation, and examines the relationship between incentives and motivation. The author hypothesizes that incentives have a positive impact on employee motivation by satisfying their needs, which increases productivity, loyalty and job satisfaction for both the employee and organization.
There is growing agreement that the non-conventional methods of employee development can well
influence employee development. The focus of this paper is to identify the non-conventional methods of staff
development and how they enable development of employees at the work place with employee relations as the
mediator. The study has reviewed literature with regard to employee development, non-conventional methods to
employee development and the employee relations
This document discusses orientation and physical working conditions. It defines orientation as a systematic introduction of employees to their jobs, coworkers, and organization. Orientation typically conveys general work information, company history, and policies. The document also discusses objectives of orientation and who should conduct it. It then covers potential orientation problems. Physical working conditions discussed include fatigue, monotony, boredom, industrial accidents, health, safety, security, and ensuring employee morale. Grievance handling procedures are also outlined.
The document discusses various theories of motivation including:
- Expectancy theory which states that motivation depends on the belief that effort will lead to performance and performance will lead to outcomes.
- Need theories like Maslow's hierarchy of needs and ERG theory which propose that people are motivated to satisfy different levels of needs.
- Equity theory which focuses on perceptions of fairness of outcomes relative to inputs.
- Goal setting theory where specific difficult goals motivate performance.
- Learning theories like operant conditioning which link behaviors to consequences and social learning theory involving observational learning.
- Pay is a major motivator when linked to performance through instruments like merit pay plans.
Mu0011 – management and organisational developmentsmumbahelp
This document provides information about getting fully solved MBA assignments. It details an assignment for the subject of Management and Organizational Development from the 4th semester of the MBA program. The assignment includes 6 questions about topics such as defining organizational development, competencies for an OD professional, ethical dilemmas in OD, learning organizations, tools used in OD interventions, and short notes on role analysis technique and reward systems. Students are instructed to send their semester and specialization details to an email address or call a phone number to receive fully solved assignments.
This study examines the performance appraisal system at Heritage Foods Pvt Ltd in Hyderabad, India. The objectives are to evaluate the effectiveness of the company's 360-degree appraisal system and identify high and low performing employees. A survey was conducted with 100 employees, including executives and staff. The data was analyzed using percentage calculations. The results found that most employees felt performance appraisals are important and help identify training needs. Experience was seen as the main factor for high performance. Most workers said they are motivated by frequent appraisals. Factors considered in appraisals include self-motivation skills. Statistical testing showed a relationship between appraisal outcomes and the 360-degree system. Suggestions include improving communication
This document provides an overview of organizational development tools and techniques for improving employee relations. It discusses the importance of shared vision and open communication to reduce creative tension between an organization's current reality and its goals. Models are presented to analyze problems, set goals, provide coaching and counseling, and implement disciplinary procedures. The overall message is that a balanced approach focusing on both business objectives and employee needs leads to better employee relations.
This document discusses managing the employment relationship in the Republic of Ireland through social partnerships between government, unions, and employees. It provides three key points:
1) Following the recession, a social partnership approach was adopted as a recovery strategy, with commitments to improve employee wealth, prioritize workplace partnerships, and establish welfare projects.
2) This approach achieved agreements on union recognition procedures, decreased unemployment, and increased spending on health, education, and social welfare, leading to economic competitiveness and stability.
3) For social partnerships to work in other countries like Indonesia requires sacrifices from all sides and must go along with multidimensional economic empowerment in order to change the shape of the nation.
My Experiences After Attending The Practice Of Public...Julie Brown
The document discusses the author's experiences after taking a public health leadership course in 2015. The author learned that effective leadership depends on teamwork, recognizing strengths and weaknesses, and incorporating diversity. Personal reflection and knowing oneself are also important lessons. The course challenged, developed, and inspired the author as a leader.
This document provides an overview of how coaching can benefit organizations by creating a culture of engagement. It discusses how key coaching skills like active listening, feedback, and reflection can improve employee communication, engagement, and performance. Creating an environment where these skills are utilized can help organizations achieve goals more effectively by engaging employees and improving performance. Specifically, it focuses on how feedback, a core coaching competency, represents a convergence of communication that satisfies employees and benefits organizations when delivered and received appropriately. The document aims to show leaders how mobilizing coaching skills and competencies within an organization can address challenges to change and enhance organizational outcomes.
The document discusses various challenges of leadership, including managing culturally diverse teams, the need for a global mindset, and dealing with increased complexity in the global business environment. It notes that effective leadership requires skills like cultural learning and adaptation to influence groups from different backgrounds. Leadership is seen as an evolving art form, with leaders drawing on experience to meet new challenges through their skills, behaviors and creative processes.
Leadership vs Management
Management Vs Leadership Essay
Management vs. Leadership
Essay on Management and Leadership
Essay on Management vs. Leadership
Essay on Leadership vs. Management
Essay Management vs. Leadership
Leadership vs. Management Essay
Management vs. Leadership Essay
Leadership vs. Management
The article provides a literature review of organizational development (OD) theories from early teachings to more recent research. It highlights disconnects among OD researchers and shortcomings in OD research. Specifically, it discusses implications for researchers, practitioners, and teaching of OD. The author aims to give an in-depth analysis of OD theories and models over time to provide context to the field of OD.
This document summarizes a research study on the impact of employee motivation on performance in private firms in Multan, Pakistan. The study found that employee motivation is important for both employee and firm performance. A questionnaire was administered to employees across different levels and departments. The results showed that most employees were satisfied with their work, and that supervisors play an important role in motivating employees through listening, communicating expectations, and supporting development. Overall, the study concluded that motivated employees are more productive and that firms should focus on motivating employees to improve performance.
The role organizational rewards on employees motivationAwais Sargana
The document discusses organizational rewards and their impact on employee motivation. It provides background on motivation theories and defines intrinsic and extrinsic motivation. The research aims to evaluate the role of organizational rewards, like monetary and non-monetary benefits, on employee motivation levels. An exploratory study will examine banking sector employees using questionnaires, interviews and observations to understand how rewards influence motivation. The findings could help organizations improve employee motivation and identify ways to enhance services.
This document provides a literature review and proposes a performance appraisal model for
implementing in a Student Affairs division of a large institution of higher education. It discusses the
rationale for performance appraisals being important for business and human resource policy. The
model aims to collect employee performance information systematically and provide feedback to
integrate into the organization's performance management process. The review covers objectives of
performance appraisals like focusing on performance not personalities, reaching agreements on areas
for improvement, and identifying training needs. It also discusses pitfalls to avoid in conducting
appraisals and legal implications around ensuring appraisal systems are valid and fairly administered.
My dissertation i good very good marks on it i want everyone to look and get the best idea how to get the work done, hope you are gonna love my job, please check chapter 2 and you will get to know how to work on that. I got very good feedback on that from my supervisor too...
As part of Mercer's commitment to providing clients with research-based solutions, Mercer’s employee research group conducts a series of national studies around the globe, entitled What’s Working™.
These studies allow us to analyze national trends regarding employee perceptions and to identify the key drivers of employee engagement – by country and on a global basis.
The document discusses the evolution of performance management theory over the last 150 years. It examines the work of several theorists including Frederick Taylor, Henry Gantt, Henri Fayol, Peter Drucker, and Elton Mayo. Taylor developed scientific management methods that broke jobs down into tasks while Fayol and Drucker contributed frameworks for the five elements and operations of management. Mayo's human relations approach emphasized the social aspects of work and motivation. Overall, the document traces the development of management theory and its focus on both organizational structures and human factors.
This document discusses strategies for building positive employee relations. It covers the HR role in ensuring fair treatment of employees and resolving problems. Practices that promote positive relations include fair treatment, career opportunities, feedback mechanisms like surveys and open communication. Employee involvement strategies discussed include job design, alternative work schedules, teams and suggestion systems. The document also addresses measuring employee attitudes through surveys and focus groups, developing an effective employee handbook, and using a progressive disciplinary process to correct behavior rather than punish.
The document outlines key concepts and theories related to leadership discussed in Chapter 17, including:
1) Early theories focused on identifying leadership traits and behaviors, finding some traits like drive and integrity associated with success but no definitive styles.
2) Contingency theories proposed that leadership effectiveness depends on matching style to situational factors, like Fiedler's model matching styles to leader-member relations and Hersey-Blanchard's situational leadership theory.
3) Contemporary views distinguish between transactional leaders who guide followers to goals and transformational leaders who inspire followers through an attractive vision and charismatic personality.
Effects of reward strategies on employee performance at kabete technical trai...Alexander Decker
This document discusses the effects of reward strategies on employee performance at Kabete Technical Training Institute in Nairobi, Kenya. It reviews theories of motivation and related literature on reward systems. The study used a survey of 159 employees to examine how personal achievement, growth opportunities, recognition, and promotion influence performance. The results found a significant relationship between rewards and performance. Personal achievement was a key motivator. Employees preferred promotion, better pay, cash bonuses, and training. The study recommends leveraging intrinsic motivation, improving training, recognizing performance fairly, and revising promotion policies to enhance retention.
Impact of incentives on motivation level of employee (2)Ikram Khan
The document discusses the impact of incentives on the motivational level of employees. It defines incentives and motivation, and examines the relationship between incentives and motivation. The author hypothesizes that incentives have a positive impact on employee motivation by satisfying their needs, which increases productivity, loyalty and job satisfaction for both the employee and organization.
There is growing agreement that the non-conventional methods of employee development can well
influence employee development. The focus of this paper is to identify the non-conventional methods of staff
development and how they enable development of employees at the work place with employee relations as the
mediator. The study has reviewed literature with regard to employee development, non-conventional methods to
employee development and the employee relations
This document discusses orientation and physical working conditions. It defines orientation as a systematic introduction of employees to their jobs, coworkers, and organization. Orientation typically conveys general work information, company history, and policies. The document also discusses objectives of orientation and who should conduct it. It then covers potential orientation problems. Physical working conditions discussed include fatigue, monotony, boredom, industrial accidents, health, safety, security, and ensuring employee morale. Grievance handling procedures are also outlined.
The document discusses various theories of motivation including:
- Expectancy theory which states that motivation depends on the belief that effort will lead to performance and performance will lead to outcomes.
- Need theories like Maslow's hierarchy of needs and ERG theory which propose that people are motivated to satisfy different levels of needs.
- Equity theory which focuses on perceptions of fairness of outcomes relative to inputs.
- Goal setting theory where specific difficult goals motivate performance.
- Learning theories like operant conditioning which link behaviors to consequences and social learning theory involving observational learning.
- Pay is a major motivator when linked to performance through instruments like merit pay plans.
Mu0011 – management and organisational developmentsmumbahelp
This document provides information about getting fully solved MBA assignments. It details an assignment for the subject of Management and Organizational Development from the 4th semester of the MBA program. The assignment includes 6 questions about topics such as defining organizational development, competencies for an OD professional, ethical dilemmas in OD, learning organizations, tools used in OD interventions, and short notes on role analysis technique and reward systems. Students are instructed to send their semester and specialization details to an email address or call a phone number to receive fully solved assignments.
This study examines the performance appraisal system at Heritage Foods Pvt Ltd in Hyderabad, India. The objectives are to evaluate the effectiveness of the company's 360-degree appraisal system and identify high and low performing employees. A survey was conducted with 100 employees, including executives and staff. The data was analyzed using percentage calculations. The results found that most employees felt performance appraisals are important and help identify training needs. Experience was seen as the main factor for high performance. Most workers said they are motivated by frequent appraisals. Factors considered in appraisals include self-motivation skills. Statistical testing showed a relationship between appraisal outcomes and the 360-degree system. Suggestions include improving communication
This document provides an overview of organizational development tools and techniques for improving employee relations. It discusses the importance of shared vision and open communication to reduce creative tension between an organization's current reality and its goals. Models are presented to analyze problems, set goals, provide coaching and counseling, and implement disciplinary procedures. The overall message is that a balanced approach focusing on both business objectives and employee needs leads to better employee relations.
This document discusses managing the employment relationship in the Republic of Ireland through social partnerships between government, unions, and employees. It provides three key points:
1) Following the recession, a social partnership approach was adopted as a recovery strategy, with commitments to improve employee wealth, prioritize workplace partnerships, and establish welfare projects.
2) This approach achieved agreements on union recognition procedures, decreased unemployment, and increased spending on health, education, and social welfare, leading to economic competitiveness and stability.
3) For social partnerships to work in other countries like Indonesia requires sacrifices from all sides and must go along with multidimensional economic empowerment in order to change the shape of the nation.
My Experiences After Attending The Practice Of Public...Julie Brown
The document discusses the author's experiences after taking a public health leadership course in 2015. The author learned that effective leadership depends on teamwork, recognizing strengths and weaknesses, and incorporating diversity. Personal reflection and knowing oneself are also important lessons. The course challenged, developed, and inspired the author as a leader.
This document provides an overview of how coaching can benefit organizations by creating a culture of engagement. It discusses how key coaching skills like active listening, feedback, and reflection can improve employee communication, engagement, and performance. Creating an environment where these skills are utilized can help organizations achieve goals more effectively by engaging employees and improving performance. Specifically, it focuses on how feedback, a core coaching competency, represents a convergence of communication that satisfies employees and benefits organizations when delivered and received appropriately. The document aims to show leaders how mobilizing coaching skills and competencies within an organization can address challenges to change and enhance organizational outcomes.
The document discusses various challenges of leadership, including managing culturally diverse teams, the need for a global mindset, and dealing with increased complexity in the global business environment. It notes that effective leadership requires skills like cultural learning and adaptation to influence groups from different backgrounds. Leadership is seen as an evolving art form, with leaders drawing on experience to meet new challenges through their skills, behaviors and creative processes.
Leadership vs Management
Management Vs Leadership Essay
Management vs. Leadership
Essay on Management and Leadership
Essay on Management vs. Leadership
Essay on Leadership vs. Management
Essay Management vs. Leadership
Leadership vs. Management Essay
Management vs. Leadership Essay
Leadership vs. Management
The article provides a literature review of organizational development (OD) theories from early teachings to more recent research. It highlights disconnects among OD researchers and shortcomings in OD research. Specifically, it discusses implications for researchers, practitioners, and teaching of OD. The author aims to give an in-depth analysis of OD theories and models over time to provide context to the field of OD.
12The Best LeaderIn the modern times, leaders are.docxmoggdede
1
2
The Best Leader
In the modern times, leaders are identified and recognized based on what they do and deliver. Leaders are categorized in different theories that try to explain who they are, their characteristics, skills, abilities, personalities, roles or responsibilities and limitations.
Leadership Theories
Definition and Characteristics
Advantages
Disadvantages
Path-Goal Theory
It explains a leader’s influence through his behavior to the individual’s performance, especially in an organization.
It is goal oriented. The leader guides the people. It encourages participative, supportive, and directive leadership.
It may frustrate employees, and it may be difficult for them to follow the leadership behaviors styles thus poor performance.
Situational Leadership Theory
It explains that different situations in a company may use different styles of leadership. The behavior involved are telling, selling, participating and delegating.
Easy to apply.
Focus is on maturity.
Availability of competent leaders.
Allows testing of a leadership style.
It does not apply to managers but to leaders.
It is time-consuming when waiting for future predictions of the situations.
Leadership Substitutes Theory
Just like the name of the theory, it explains the conditions in an organization that a leader may not be needed or necessary or prevented from leading.
Provides a substitute or a neutralizer to act on behalf of the leader.
The leader’s actions, decisions or ideas may be prevented thus ineffective.
Multiple Linkage Model
According to developer Gary Yukl, this model explains a leader’s behavior impact on the effectiveness of a group in an organization.
Encourages managerial skills. It also promotes conflict resolution strategies and handling work situations that may arise.
It require a competent and intellectual leader.
The decision-making process may be long.
Transactional Leadership
It concentrates on the leader and followers and maintaining a healthy relationship between the two hence loyalty and realization of advantages.
Encourages follower’s loyalty.
Promotes commitment.
Promotes good relations.
Rewards good work.
Abuse of follower’s loyalty may occur.
Its focus is majorly on short term goals.Transformational Leadership
This theory focuses on the leadership and follower’s exchange of visions, beliefs, and values
It promotes the exchange of ideas through communication. The visions set give directions. There is employee recognition.
The leaders have high expectations and standards. Decision-making process may be time-consuming
Charismatic Leadership
The leaders have a high sense of self-confidence, esteem, and purpose and can easily influence people through their personal behaviors and traits.
Highly influential, visionary, self-confident, social and energetic leaders. The leaders are also self-motivated and focused.
The leader may be self-centered giving their visions and ideas for personal gains of power and influence. The leader may h ...
DBA 7553, Human Resource Management 1 Course Learn.docxadkinspaige22
DBA 7553, Human Resource Management 1
Course Learning Outcomes for Unit I
Upon completion of this unit, students should be able to:
1. Appraise workflows and the role of job analysis.
1.1 Examine the organizational, environmental, and individual challenges with regard to workflow.
1.2 Explain the importance of job analysis with regard to organizational structure.
1.3 Summarize how work-flow analysis supports strategy and organizational structure.
Course/Unit
Learning Outcomes
Learning Activity
1.1
Unit Lesson
Chapter 1
Unit I Annotated Bibliography
1.2
Chapter 2
Unit I Annotated Bibliography
1.3
Chapter 2
Unit I Annotated Bibliography
Reading Assignment
Chapter 1: Meeting Present and Emerging Strategic Human Resource Challenges
Chapter 2: Managing Work Flows and Conducting Job Analysis
Unit Lesson
This unit of the course will cover strategic human resource management. In today’s workplace, it is key to
have human resources at the top management table to assist with long- and short-term goals for the
organization. Human resources is able to partner with top management at all intersections of an organization
to help develop strategies for human capital in order for the organization to meet its goals and objectives.
Effective strategic human resource management can help a company keep its competitive edge and
contribute to a healthy bottom line.
Strategic human resource management keeps
employee policies on target and current with regard
to the latest legal landscape for employees. It also
provides for important items, such as strategic
recruitment and hiring, proper employee training,
and development of a robust and diverse
workplace. These elements all contribute to building
and maintaining a healthy and successful
organization.
Strategic human resource management contributes
to dealing with various environmental challenges
that organizations may face today. For instance,
there is a rapid change in today’s world, so
companies must have the ability to be nimble in
response. As the pace of the world, in general,
UNIT I STUDY GUIDE
Strategic Human Resource Management, Managing
Workflows, and Conducting Job Analysis, Part I
Human resource management keeps employee policies on target
(Bialasiewicz, 2017)
DBA 7553, Human Resource Management 2
UNIT x STUDY GUIDE
Title
increases, stress can be a constant issue for employees. Human resource management can identify areas in
an organization where employee stress is an issue, and human resources can work with local managers to
identify ways to decrease it. Decreasing stress improves the work atmosphere, motivation, and productivity of
employees.
There are also issues of workplace diversity that strategic human resource management can address. The
ability to work with management to formulate strategies that can capitalize on the diversity of the employees
can create a healthy opportunity for growt.
DBA 7553, Human Resource Management 1 Course Learn.docxgertrudebellgrove
This unit will cover strategic human resource management. Students will learn about workflows and job analysis, and how these support organizational structure and strategy. Key topics include environmental and individual challenges, the importance of job analysis for organizational structure, and how workflow analysis supports strategy. Reading assignments cover meeting strategic challenges, managing workflows and conducting job analysis. The unit aims to help students understand how HR can partner with top management to develop human capital strategies and keep policies current to help organizations achieve goals and maintain competitive advantage.
DBA 7553, Human Resource Management 1 Course Learndrennanmicah
This unit will cover strategic human resource management. Students will learn about workflows and job analysis, and how these support organizational structure and strategy. They will examine challenges related to workflows and the importance of job analysis for organizational structure. Key topics include meeting strategic challenges, managing workflows, conducting job analysis, and their role in strategic human resource management. Readings include chapters on strategic challenges and managing workflows and job analysis.
DBA 7553, Human Resource Management 1 Course Learnalisondakintxt
This unit will cover strategic human resource management. Students will learn about workflows and job analysis, and how these support organizational structure and strategy. Key topics include organizational, environmental, and individual challenges to workflows, the importance of job analysis for structure, and how workflow analysis supports strategy and structure. Students will read two chapters and complete an annotated bibliography to meet the learning outcomes of understanding these topics.
This article explores the challenges faced by managers who take on a coaching role in addition to their regular responsibilities. As organizations increasingly focus on continuous learning, managers are expected to facilitate development of their staff. However, adding coaching duties requires navigating different and sometimes conflicting roles as both supervisor and coach. Effective coaching requires interpersonal and cognitive skills beyond traditional management approaches. Developing as a manager-coach also demands a transformation in mindset rather than just acquiring new techniques. Organizations must support this cultural shift by promoting leadership as a distributed function.
Assignment 1 The Role of the Leader and the VisionIn this modul.docxdeanmtaylor1545
Assignment 1: The Role of the Leader and the Vision
In this module, you reviewed the role of organizational visions and the role of the leader with respect to the vision. When leaders are aware of their mental models and leadership skills, they are more equipped to recognize their connection to the vision and engage team members in a shared vision.
Use resources from professional literature in your research.
academic articles regarding the role of the leader and the vision of an organization. On the basis of your research and experience, in a minimum of 400 words, respond to the following points:
· Discuss at least three action items related to your organization's vision.
· Discuss how the organizational vision can influence ethics in an organization. How does modeling relate to the vision?
· Relate your discussion post to your professional and personal experiences, as applicable.
Designing the perfect leader
Understanding the roles of professionalism and personality
Review
One of the perennial challenges facing leaders is which side of the fence they sit on
regarding the “personality versus process” debate. Typically, one group of leaders will
firmly believe in the cult of personality, and will trust in their own vision and their will to
impose it on their organization. However, in the other camp, there will be those who believe
it is all about process and control, that “what can’t be measured, can’t be managed”. Sadly,
the greater challenge is often missed, which is not how you implement one over the other
but how you reconcile them.
No matter how clear a vision or policy the person at the top has, they are dealing with
people, and people will blur the edges, whatever the prevailing ethos. For example,
imagine that a company has a choice of candidates for a new Chief Executive officer
(CEO). One has a high achieving record as a finance director exerting complete control
over their divisional; the other is equally well qualified, but as a creative director in the
marketing division. Who will lead the company most effectively? Or more pertinently, who
will be able to dovetail the two key drivers of professionalism and personality?
Horns of a dilemma
This decision relates directly to the nub of the argument for an article by Mastrangelo et al.
(2014) entitled “The relationship between enduring leadership and organizational
performance”. In the paper, the authors seek to explore the effect of professional
leadership behaviors (task-oriented, setting up processes) and personal leadership
behaviors (people-oriented, trust-building) on the intentions of employees to cooperate.
The central thesis held by the authors is that employee intentions are controlled by
professional leadership, but this is done through the existence of personal leadership
behaviors.
Enduring leadership
Let us take the example, then, of the new CEO of the company above, where the Board
decided they needed someone who exhibited primarily professional leadership.
ANALYSIS OF EMOTIONAL INTELLIGENCE IMPACT ON LEADERSHIP SUCCESSMonica Waters
This document analyzes the impact of emotional intelligence on leadership success. It discusses how emotional intelligence allows leaders to effectively manage employees and create a productive work environment. The document contains 3 key points:
1) Emotional intelligence gives leaders important interpersonal skills to interpret emotions and use them to achieve management success and build strong interpersonal relationships. This helps motivate employees and improve performance.
2) Leaders with high emotional intelligence can transfer these competencies to employees to increase job satisfaction, commitment, and innovation. They encourage an environment of open communication and feedback.
3) Developing emotional dynamics in an organization, such as empathy and shared vision, leads to organizational altruism where employees feel personally invested. This team approach
Coaching, mentoring, and sponsorship are strategies to develop employees. Coaching is task-oriented and focuses on performance improvement through short-term goals. Mentoring is relationship-oriented and involves a senior employee guiding a junior one. Sponsorship is a higher level of mentoring where a high-status employee advocates for another's advancement. When choosing a strategy, companies should consider what environment will best help employees grow, such as whether individual relationships or team efforts are more suitable. The process used should benefit both employees and the company.
Oda leadership development white paper v3Santhosh Babu
The document discusses ODA's approach to leadership development, which focuses on developing the being, human capital, cultural capital, and social capital of leaders in relation to business and socio-economic contexts. It emphasizes transformational learning over transactional learning through a phenomenological approach. ODA's triple loop learning model helps examine assumptions and identities to create deeper shifts in thinking and acting for individuals and systems. The goal is to develop real leadership capacity within organizations to advance strategic agendas.
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The A-Team disbanded due to early conflict between group members. They failed to define roles and arguments escalated, causing one member to quit. The group lacked cooperation and failed to see themselves as a cohesive unit. Personality clashes emerged over views of experience and leadership, and assumptions based on attributes like gender and ethnicity damaged communication.
The document discusses the nature of management and leadership in organizations. It defines management as planning, directing resources, and accomplishing goals. Key management functions include identifying objectives, developing plans, organizing work, motivating employees, and controlling results. The document also examines different managerial roles including interpersonal roles of figurehead, leader, and liaison. Informational roles involve monitoring and communicating information. Decisional roles include making decisions as an entrepreneur, conflict handler, and resource allocator. Different leadership styles are also discussed, including transformational leadership focused on change and emotional leadership that engages employees' emotions.
ASSIGNMENT-A ADL-01 PRINCIPLES AND PRACTICES OF MANAGEMENT.pdfCynthia Velynne
The document discusses various aspects of management principles and theories. It compares the three main schools of management thought - classical, behavioral, and modern. It states that the behavioral school, which views management as managing people and their development, is the most important. The document also discusses Henri Fayol's 14 general principles of management and identifies the principle of initiative as the most important. Finally, it covers the steps involved in decision making and explains why decision making is a critical managerial task.
Management focuses on directing employees and maintaining existing systems, while leadership inspires people and focuses on organizational vision and development. Effective organizations need both managers to implement plans and leaders to motivate employees. Both roles are important for a healthy culture, but leaders empower employees and encourage innovation, while managers focus on processes and problem-solving within existing structures.
Similar to Volume 13, issue 3, july 2012 review of i (20)
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1. Volume 13, Issue 3, July 2012 Review of
International Comparative Management 378
Executive Coaching – Instrument for Implementing
Organizational Change
Camelia ENESCU
Delia Mioara POPESCU
1
Keywords: coaching, executive coaching, management, human
resources,
organizational change.
JEL classification: M12, M14, M54, Z13.
Introduction
A real challenge of coaching is the organizational environment
and the
executive. When the latter faces a challenge in the management
2. process, depending
on the approach of the issue in question, it can spell opportunity
or danger. In this
context, making the decision to delegate competencies as well
as identifying then
people who should help in solving the problems is quite an art.
Over the past decades, it is become more and more obvious how
hard
manual labor is being replaced by knowledge-based activities.
Management is no
longer seen as responsible with maintaining the activity of the
organization, but as
an engine that drives the labor force. In essence, the
management itself is
undergoing a radical change process.
1
Delia Mioara POPESCU, Valahia University, Romania,
Email: [email protected], Telephone: +4 0745 762 036
Camelia ENESCU, Valahia University, Romania,
Email: [email protected], Telephone: +4 0746 789 030
Abstract
Executive coaching has seen a real expansion worldwide due to
a new
approach of management in the age of information. It is an
efficiently used method
3. within organizations, with a view to inspiring top managers in
implementing and
ascertaining changes in the behavior of those around them, in
order to initiate and
uphold changes in the organization and improve results.
This article proposes two levels of analysis from the viewpoint
of the
implementation of coaching, and executive coaching
respectively, in organizations,
throughout the changing process: the analysis of individual
perceptions and their
effects among employees as well as the institutional, structural,
approach of change at
the level of the human resources in the organization,
mentioning risks that can often
be noticed in Romanian organizations.
The last part describes the perspectives from which mindful
change is seen at
the level of an organization, by describing the theory of mindful
change meant to
facilitate the interpretation and understanding of the way in
which both people and
organizations can approach change. This theory is instrumental
in the coaching
process. The final part of the work lines up a series of
conclusions in approaching
organizational change through the coaching process.
mailto:[email protected]
mailto:[email protected]
Review of International Comparative Management
Volume 13, Issue 3, July 2012 379
4. Changes in the nature of labor are not just radical but
omniscient
worldwide, which encourages leaders to perpetuate the effects
of this new approach
of their operations in an arena of competition-driven battle.
Globally, holding the
secret of the competitive edge, which can be achieved by
empowering the social
fabric of the company, can represent a path towards new
opportunities. Therefore,
acknowledging the human potential of the organization as an
engine of the very
existence and development of the activity is inevitable. In this
setting, coaching
offers answers that help to overcome the professional
obstructions specific to each
hierarchical level in the organizati on.
1. The coaching concept in the setting of organizational change
Throughout the transition process of the organization, coaching
is a
method that has at its core respecting people and their
individual feelings, as they
are perceived as “not merely cogs in the business machine”
(Goldsmith&Lyons,
2005). Rooted in the art of conversation, coaching evolves as a
natural carrier of
leadership.
In order to reach the proposed targets and implicitly, go through
the vital
steps for the process of change with the help of coaching, it is
5. necessary to
understand one’s interlocutor, with both limitations and strong
points.
The key to establishing a successful relation with new clients
and also maintaining
relations with existent clients is in the coach’s ability to enter
the shoes of the
interlocutors, to see the world from their perspective and
understand their real
problems. The present context of continuous change in the
economic environment
and the complexity of the transformation of the labor force have
seen professionals
in human resources faced with various situations regarding the
competitiveness of
their companies in report with the labor force demands and the
targets of the
organization. This fact led to a re-evaluation of the needs of the
organization but
also of its demand in the human resources domain.
To facilitate the understanding of the situations that arise in an
organization, management theoreticians Bolman and Deal
proposed the model of
the 4 frameworks, evoking perspectives for organizational
framework analysis
which seem complex, ambiguous or confusing (Moral&Abbott,
2009). These four
proposed analysis frameworks are:
- this framework refers to the architecture of the
organization, including forging departments and work groups
from the
perspective of the roles and formal relations, the coordination,
the
quality of the control together with the messages concerning the
6. targets
of the organization and its mission. From this perspective, it is
necessary to understand the position of the employee, whether a
person
or a group, within the organization both from the point of view
of the
formal relations as well as of the reports regarding the targets.
-social- this framework sees the organization as a
large extended
family, whose members empathize with the human strengths,
limitations, emotions, fears and desires. The analysis focuses on
the
needs and attitudes of individuals during the work process and
the way
in which these needs are satisfied.
Volume 13, Issue 3, July 2012 Review of
International Comparative Management 380
- the political framework sees the work place as a
jungle. The
organization represents a competition-driven environment with
limited
resources, contrasting interests and opinions in the setting of
constant
struggles for power, prestige and advantages.
- the analyzed symbolic framework
includes
information on the language of communication within the
organization,
the symbolic or legendary characters or events being promoted,
the
7. existence of strong departmental sub-cultures, the distribution
of the
management and employees according to sexes and their role in
the
organization.
Coaching providers should find this model useful, seeking to
understand
the perspective of the human resources departments, of the
organization or the
managers. Perceiving the human resources domain only from
the perspective of
just one of the above mentioned frameworks would lead to
incomplete or erroneous
conclusions and would drive coaching providers to wrongly
interpret the situation
or overlook certain factors that can be crucial. Therefore, a full
picture, which takes
into consideration the importance of each perspective at
individual and group level
but also the effects of obstructing one of the frameworks, is to
be desired.
The desired and sustained changes in the behavior, thoughts,
feelings or
perceptions of an individual are highly discontinuous. In time,
and with continuous
effort, these changes appear intrinsically as emerging or
catastrophic changes, but
it is experience which has relevance and reveals the core of the
necessity for
change. Self- awareness or self-care and awareness of the social
or natural context
are at the opposite pole from the degree of surprise or discovery
(Woodman &
Pasmore & Shani, 2009). When people are much more attentive,
they experiment
8. the change process as a set of smooth and natural transitions.
The coach can help a
person to consciously perceive these intermediary steps. He or
she can induce the
steps through questions, displaying a supporting attitude or
offering understanding.
The bond between the emotional investment and intellectual
knowledge
during the process of change represent individual, successful
and accomplished
fuels. Change in itself does not represent a lasting, repeatable or
replicable process
and will remain evasive in case the success ingredient has a
momentary character
(Doyle, 1999, p.47). Former American secretary of state Colin
Powell described
this state that is necessary for change or induces the
achievement of targets in an
extremely real and unpredictable way: “the alliance of the heart
and mind” (Oren,
2003, p.176). When all these ingredients can be found in a
coach, we, who are
around, call them charisma, charm, leadership, presence or
genuine care.
2. Change and executive coaching- sustainable processes
in the development of an organization
The process of executive coaching represents basically a
relationship, a
dialogue which includes the insertion of coaching into the
behavior of the
executive, into the change process. Peter Bluckert established a
9. set of six principles
Review of International Comparative Management
Volume 13, Issue 3, July 2012 381
with applicability to all types of coaching, being specific
mainly in exercising the
executive coaching process (Bluckert, 2006, p. 4):
e and potential
The author believes that raising awareness is an essential
precursor of
change, nevertheless, it does not guarantee it, while inducing
responsibility is the
central point in coaching and the change process.
In the absence of a clear direction and suitable leadership, mid-
level
employees and managers can experience feelings of bitterness
and frustration and
hope for a change in the executive or leadership of the team
they belong to. All
these aspects can often trigger crisis. The lack of reaction to a
crisis can be an
option, but it is not recommended. The decision to start change
is made function of
the performances of the team or the organization. This
10. organizational climate and
this type of behavior of middle managers is often found in
Romanian
organizations, especially those with state capital, which would
require the
implementation of medium and long-term strategies in a climate
of management
continuity, vision and objectivity.
The executive coaching process “can be easily seen as an
adventure in
which the phenomenology of the coaching relation is examined”
(Stober & Grant,
2006, p.278), in which subjects express internal turmoil of fear,
anxiety and
insecurity, while the purpose of this adventure is to gain
courage and self-respect.
In this way, the results of the change of the organizational
climate, but also of the
society and community the subjects live in, are generated.
In an organizational setting that involves focusing
simultaneously on
economic, social and environmental performances, reaching the
sustainability of
the change process desired by the organization implies
identifying the optimum
balance within a complex system which contains mutually
dependent approaches.
Sustainable development represents a model of using resources
meant to
fulfill human needs both in the structure of the organization and
from a temporal
perspective.
11. In the upper part of Figure 1, natural resources are pictured
from the point
of view of sustainable development, while the targets of this
sustainable
development (economic prosperity, social equality and the
quality of the
environment) being pointed out on the left. Placing focus on the
preservation of the
natural resources, on the right, the elements of sustainability
needed for
maintaining the balance of the ecosystem (Woodman &
Pasmore& Shani, 2009,
pp. 158-162) are reflected, based on the three key elements:
productivity, human
use and natural disturbances. Moderately unsteady values can
lead to a growth in
productivity, but a rather high unbalance can have a negative
effect of productivity.
Volume 13, Issue 3, July 2012 Review of
International Comparative Management 382
Sustainable Development (Natural Resources)
12. Sustainable Development (Human Resources)
Figure 1. Example of sustainable development (Natural and
Human Resources)
As illustrated in the lower part of Figure 1, sustainable
development in the
setting of human resources can be seen as the simultaneous
fulfillment of several
targets. As far as sustainable change is involved, there ar e other
three domains that
require balance, passion, desires and values in reaching the
perceived goal, more
than the economic, social and environment domains. These three
domains are key
components of a person’s individual ideals and an important
source of motivation
for individual change.
13. The needed elements for maintaining the balance in reaching
the desired
change are elements that interact in supporting the human
resources via a process
that is similar to the one of balancing the natural resources.
Development and renewal represent a process of reinforcing or
repositioning the
personal individual capacities and sacrifice refers to using these
capacities for
fulfilling the responsibilities and assuming accountability
regarding crisis,
obstacles and other types of stress that can affect efficiency
over time. Insistences
represent minor or major discontinuities in a person’s behavior
and can have both
positive and negative effects.
Economic Environment
Social
Ecosystem Balance
Human
Use
14. Natural
Distrubance
Productivity
Passions Purpose
Values
Sustained Desired Change
Sacrifice
Wake Up
Calls
Development /
Renewal
Review of International Comparative Management
Volume 13, Issue 3, July 2012 383
3. Intentional change through executive coaching
The theory of intentional change (Boyatzis, 2006, pp.607-623),
describes
the essential components and processes that encourage the
sustainability and desire
for change in the behavior, thoughts, feelings and perceptions of
a person. The
theory of intentional change represents a window of vision,
15. interpretation and
perception of the way in which people and organizations can
approach change and
how it can become instrumental in the coaching process. The
model comprises five
stages or discontinuities, called “discoveries” (Kolb & Boyatzis,
1970, Boyatzis,
1999, Boyatzis, 2001, Goleman et al., 2002), namely:
- represents the point of departure in
the personal
development process (conceptually called the image of the
personal
ideal) which is reflected in individual aspirations. The
development of
this image has three major components: an image of the
dreamed future,
hope regarding the tangibility of this target and the inclusion of
the
identity of the target, which represents the foundation on which
the
desired image is to be built. The personal ideal is generated by
the ideal
of one’s own ego but also by dreams and aspirations.
rrent reality (2) - since the self’s evaluation degree is
16. often
evasive, there must be a pertinent evaluation reflected by what
the
others see and whom they suppose they interact with. This stage
entails
the evaluation of the weak and strong points of an individual
and
drafting a personal reckoning as a result.
- it comprises
the
personal vision, the targets that make the object of the study
and the
actions carried out in support of these targets. They offer a
setting so
that the person can gather information with a view to reaching
the
desired future as well as measures that must be adopted in this
respect,
by pointing out some clear intermediary targets.
- experimenting and practicing some
new
behaviors, ways of thought and feelings that support the survey
plan. At
its core, this stage aims towards the implementation of the
targets and
17. covering the actions pointed out in the previous stage while
assuming
the risks related to the new behavior patterns.
development (5)
- the entourage represents an essential part of our environment.
Then
relationships that bear the most influence on us often exist i n
groups
that have a certain importance for us. These relationships and
groups
give a certain meaning, specific to our own identity, leading us
to
desired behaviors which also generate reactions and evaluations
concerning our newly adopted behavior patterns. These
interactions
create contexts in which we interpret our own progress in
relation to the
desired changes, having a significant contribution in
formulating the
ideal.
Volume 13, Issue 3, July 2012 Review of
International Comparative Management 384
18. Figure 2. Awareness in intended change
The major impact of applying coaching in the process of
intended change,
often found in the managerial process, can be thus explained.
Similarly, it is
19. necessary to investigate and analyze the coaching relation in
qualitative terms as
well as the competencies that can be found at the level of the
expectations of the
parties that enter into relation.
One can easily notice that at individual level, to fulfill the
dreams
envisioned in one’s own ideals, extremely deep emotional
commitments and
psychological resources previously unimagined can come into
play, and attention
has a determining role in this stage of starting the change
process.
A diagram of the change process (Woodman & Pasmore &
Shani, 2009,
p.152), with the five stages enumerated above, is pictured in
Figure 2, from the
perspective of perception behaviors, by evoking the
contribution of conscious
awareness in front of change of the individual who takes part in
this process, and
respectively, the lack of awareness of the individual in front of
change.
21. Behavior
= Mindful behavior
= Fluid mix of less-mindful
and mindful behavior
Review of International Comparative Management
Volume 13, Issue 3, July 2012 385
Conclusions
Coaching can be seen as a way to facilitate efficient individual
management in order to achieve the desired change, thus
maintaining the balance
between the usage and the development of human capital.
Applied at executive
level, coaching adopts its specific form, namely executive
coaching, and includes
in its process a series of organizational domains that need
change.
As shown in this work, to reach a high span organizational
development,
an entire range of change processes are necessary, both at
individual and
22. organizational level, with a view to supporting and perpetuating
the desire for
change on the hierarchy but also time scale, and in this way the
organizational
culture is reshaped.
The sustainability of organizational change, irrespective of the
factor that
initiated the change, cannot be achieved without the individual
support of the
majority of the staff that makes the human resources of the
organization and this is
achieved through their empowerment to support change,
understanding the
necessity of this change in relation to the universe of every
individual and their
empowerment in relation to each necessary stage. This entire
mechanism can
become functional through the implementation of a type of
management combined
with coaching and by applying executive coaching at top
management and
executive level.
In a fiercely competitive climate, to be able to maintain at a
23. healthy level
and develop the organization against the increasingly sensitive
balance between the
demand and offer which involves consumers, suppliers, human
resources etc., the
process of changing the organization gains the connotations of a
cybernetic system
in which its own results represent the resources of a cyclical
change process.
References
1. Bluckert, P., (2006). Psychological dimensions of executive
coaching,
McGraw-Hill International
2. Boyatzis, R.E., (1999) “Self-directed change and learning as
a necessary meta-
competency for success and effectiveness in the 21st century”,
Keys to
employee success in the coming decades, Westport, CN:
Grrenwood
Publishing, pp.15-32
3. Boyatzis, R.E., (2001). “How and why individuals are able to
develop
emotional intellingence”, The emotionally intelligent
workplace: How to
24. select for, measure, and improve emotional intelligence in
individuals, groups,
and organizations, San Francisco: Jossey-Bass, pp. 234-253
4. Boyatzis, R.E., (2006). “Intentional Change Theory from a
Complexity
Perspective”, Journal of Management Development, 25(7), pp.
607-623.
5. Doyle, J.S., (1999), The Business Coach: A Game Plan for
the New Work
Environment, John Wiley and Sons
Volume 13, Issue 3, July 2012 Review of
International Comparative Management 386
6. Goldsmith, M., & Lyons L., (2005). Coaching for
leadership:the practice of
leadership coaching from the world’s greatest coaches, John
Wiley and Sons
7. Goleman, D., Boyatzis, R.E., & McKee, A., (2002). Primal
leadership:
Realizing the power of emotional intelligence, Boston, Harvard
Business
School Press
8. Kolb, D.A., & Boyatzis, R.E., (1970). “Goal setting and self-
directed behavior
change”. Human Relations, 23(5), pp. 439-457.
25. 9. Moral M., & Abbott G., (2009). The Routledge Companion to
International
Business Coaching, Taylor & Francis
10. Oren, H., (2003). The Leadership Secrets of Colin Powell,
McGraw-Hill
Professional
11. Stober D.R., & Grant A.M., (2006). Evidence based
coaching handbook:
putting best practices to work for your clients, John Wiley and
Sons
12. Woodman, R.W., Pasmore, W.A., & Shani, A.B., (2009).
Research in
Organizational Change and Development, Vol. 17, Emerald
Group Publishing
Copyright of Review of International Comparative Management
/ Revista de Management Comparat
International is the property of Academy of Economic Studies
Bucharest and its content may not be copied or
emailed to multiple sites or posted to a listserv without the
copyright holder's express written permission.
However, users may print, download, or email articles for
individual use.
27. course-835/week-7/course-835-discussion-page-1.txt
The article on IRB this week discusses broad consent under the
revised Common Rule. When you are doing any sort of research
you are going to need to have your research plan approved by
the University’s institutional review board or IRB. If you have
never heard of this term before, please take a look online and
find a brief summary of what it is about, before you read the
article.
Please answer the following questions in your main post:
What are the main issues that the article addresses?
What is the Common Rule?
How is this issue related to information systems and digital
privacy?
Please make your initial post and two response posts
substantive. A substantive post will do at least two of the
following:
Ask an interesting, thoughtful question pertaining to the topic
Answer a question (in detail) posted by another student or the
instructor
Provide extensive additional information on the topic
Explain, define, or analyze the topic in detail
28. Share an applicable personal experience
Provide an outside source (for example, an article from the UC
Library) that applies to the topic, along with additional
information about the topic or the source (please cite properly
in APA)
Make an argument concerning the topic.
At least one scholarly source should be used in the initial
discussion thread. Be sure to use information from your
readings and other sources from the UC Library. Use proper
citations and references in your post.
============
Write 250 words.
Use Scholarly articles and APA 7 format.
Mandatory to site the given 2 articles
course-835/week-7/course-835-final-project-pages-7.txt
Risk management is one of the most important components in
empowering an organization to achieve its ultimate vision. With
proper risk management culture and knowledge, team members
will be “speaking” the same language, and they will leverage
common analytical abilities to identify and mitigate potential
risks as well as exploit opportunities in a timely fashion. In
29. order to consolidate efforts, the existence of an integrated
framework is crucial.
This is why an ERM is necessary to the fulfillment of any
organization's goals and objectives. In your final research
project for the course, your task is to write a 7-10 page paper
discussing the following concepts:
Introduction - What is an ERM?
Why Should an Organization Implement an ERM Application?
What are some Key Challenges and
Solution
s to Implementing an ERM?
What is Important for an Effective ERM?
Discuss at least one real organization that has been effective
with implementing an ERM framework/application.
Conclusion – Final thoughts/future research/recommendation
The paper needs to be approximately 7-10 pages long, including
both a title page and a references page (for a total of 9-12
pages). Be sure to use proper APA formatting and citations to
30. avoid plagiarism.
Your paper should meet the following requirements:
Be approximately seven to ten pages in length, not including the
required cover page and reference page.
Follow APA7 guidelines. Your paper should include an
introduction, a body with fully developed content, and a
conclusion.
Support your answers with the readings from the course, the
course textbook, and at least FIVE scholarly journal articles to
support your positions, claims, and observations, in addition to
your textbook. The UC Library is a great place to find
supplemental resources.
Be clearly and well-written, concise, and logical, using
excellent grammar and style techniques. You are being graded
in part on the quality of your writing.
course-835/week-7/Enterprise-Risk-Management-course.docx
Course Information
31. A01 Enterprise Risk Management Spring
Course Format: Online
Course Description
This course goes beyond looking at risk management from the
confines of quantitative topics to cover the full spectrum of
risks that may emerge in enterprises. It covers a more holistic
approach that includes the decisions and actions of employees
in an active enterprise. It uses case studies to demonstrate the
issues and challenges in total risk management. Finally, the
course explore techniques for balancing enterprise risk and
reward to enable performance optimization.
Course Objectives
Upon completion of this course:
Students will be able to provide a rigorous business case for
both business and mitigation risk-reward decision-making
Students will be able to design and implement an appropriate
ERM framework and risk governance structure customized to
any type of organization.
Students will be able to quantify all types of risks, including
32. strategic, operational, financial, and insurance
Students will be able to conduct qualitative risk assessments to
identify/prioritize key risks from among all risk sources.
Students will be able to develop a clear definition of risk
appetite (the aggregate enterprise-level risk limit).
Students will be able to assure the board of directors that key
risks are well understood and managed
Students will be able to understand and satisfy ERM
requirements from rating agencies, regulators, and shareholders
Learner Outcomes
Learn how to perform research identifying and analyzing
technological challenges
Build critical thinking skills to develop and apply solutions that
achieve strategic and tactical IT-business alignment
Develop professional skills and expertise to advance knowledge
in your chosen field or discipline within information technology
Conduct research with professional and ethical integrity
33. Address complex technical questions and challenge established
knowledge and practices in the area
Identify, comprehend, analyze, evaluate and synthesize research
Communicate eff ectively and employ constructive professional
and interpersonal skills
Critically evaluate current research and best practices
Demonstrate IT leadership skills at the team and enterprise
levels following tenets of professional, social, and ethical
responsibility
Recommend IT strategies that support enterprise mission and
objectives
Course Schedule
Weekly
Unit
Readings/Topics
Risk Management and Enterprise Risk Management
34. Beasley, M. S. (2016). What is Enterprise Risk Management?
Retrieved from
https://erm.ncsu.edu/az/erm/i/chan/library/What_is_Enterprise_
Risk_Managemen
Week 1
Jan 04 -
10,
2021
Hopkin, P. (2017). Fundamentals of Risk Management:
Understanding, Evaluatin and Implementing Eff ective Risk
Management (Vol. Fourth Edition). New York: Kogan Pages 96-
103. ( Part Two, Section 08 Enterprise Risk Management )
http://search.ebscohost.com/login.aspx?direct=true&AuthType=
shib&db=e000xna&AN=1446715&site=eds-
live&custid=s8501869&groupid=main&profile=eds_new
Integrating ERM with Strategy
Enterprise Risk Management Integrating with Strategy and
Performance Executive
35. Week 2
(2017, June). Retrieved from
https://www.coso.org/Documents/2017-COSO-ERM-Inwith-
Strategy-and-Performance-Executive-Summary.pdf
Do, H., Railwaywalla, M., & Thayer, J. (2016). Integration of
ERM with Strategy (p.
Jan 11
Retrieved from Poole College of Management, NCSU website:
- 17,
https://erm.ncsu.edu/az/erm/i/chan/library/Integration_of_ERM_
and_Strategy_Case
2021
Risk Management Frameworks
Week 3 Discussion
Week 3 Research Paper
Due: Sunday night 11:59 PM Eastern
36. Lopes, M., Guarda, T. & Oliveira, P. (2019). How ISO 27001
Can
Help Achieve GDPR Compliance. 2019 14th Iberian Conference
Week
on Information Systems and Technologies (CISTI), pp. 1-6.
3
https://ieeexplore.ieee.org/document/8760937?
arnumber=8760937
Jan 18
- 24,
2021
Al-Ahmad, W., & Mohammad, B. (2013). Addressing
Information Security Risks by Adopting Standards.
International Journal of Information Security Science, 2(2), 28–
43.
http://search.ebscohost.com/login.aspx?
37. direct=true&AuthType=shib&db=a9h&AN=93598603&site=eds-
live
Week 4
Jan 25
- 31,
2021
Risk Management Frameworks and Assessment
Mackita, M., Shin, S.-Y., & Choe, T.-Y. (2019). ERMOCTAVE:
A Risk Management Framework for IT Systems Which Adopt
Cloud Computing. Future Internet, 11(9), 195. Retrieved from
https://doi.org/10.3390/fi11090195
38. Puchley, T., & Toppi, C. (2018). ERM: Evolving from Risk
Assessment to Strategic Risk Management.
HFM (Healthcare Financial Management), 1–5.
Week 4 Discussion
Week 4 Research Paper
Due: Sunday night 11:59 PM Eastern
Risk Management Forensics
Week 5 Discussion
Week 5 Research Paper
Due: Sunday night 11:59 PM Eastern
Week 5
Feb 01
- 07,
2021
39. Hou, J., Li, Y., Yu, J. & Shi, W. (2020). A Survey on Digital
Forensics in Internet of Things IEEE Internet of Things Journal,
I(1),1-15,.
Chen, J. & Zhu, Q. (2019). Interdependent Strategic Security
Risk Management with Bounded Rationality in the Internet of
Things. IEEE Transactions on Information Forensics and
Security, 14(11), 2958-2971
Schiller, F., & Prpich, G. (2014). Learning to organise risk
management in organisations: what future for enterprise risk
management? Journal of Risk Research, 17(8), 999–1017.
https://doi.org/10.1080/13669877.2013.841725
Borek, A. (2014). Total Information Risk Management:
Maximizing the Value of Data and Information Assets (Vol.
First edition). Amsterdam: Morgan Kaufmann
Digital Forensics
Week 6 Discussion
40. Week 6 Research Paper
Executive Program Practical Connection Assignment
Due: Sunday night 11:59 PM Eastern
Montasari, R., & Hill, R. (2019). Next-Generation Digital
Forensics: Challenges and Future Paradigms. 2019 IEEE 12th
International Conference on Global Security, Safety and
Sustainability (ICGS3), Global Security, Safety and
Sustainability (ICGS3), 205.
https://doi.org/10.1109/ICGS3.2019.8688020
Week 6
Feb 08
- 14,
2021
Sahinoglu, M., Stockton, S., Barclay, R. M., & Morton, S.
(2016). Metrics Based Risk Assessment and Management of
Digital Forensics. Defense Acquisition Research Journal: A
Publication of the Defense Acquisition University, 23(2), 152–
41. 177. https://doi.org/10.22594/dau.16-748.23.02
Nnoli, H. Lindskog, D, Zavarsky, P., Aghili, S., & Ruhl, R.
(2012). The Governance of Corporate Forensics Using COBIT,
NIST and Increased Automated Forensic Approaches, 2012
International Conference on Privacy, Security, Risk and Trust
and 2012 International Conference on Social Computing,
Amsterdam, 734-741.
IT Governance and IT Risk Management Practices
Week 7 Discussion
ITS835 Final Project
Due: Sunday night 11:59 PM Eastern
42. Vincent, N. E., Higgs, J. L., & Pinsker, R. E. (2017). IT
Governance and the Maturity of IT Risk Management Practices.
Journal of Information Systems, 31(1), 59–77.
https://doi.org/10.2308/isys-51365
Week 7
Feb 15
- 21,
2021
Risk Inventory
Etges, A. P. B. da S., Grenon, V., Lu, M., Cardoso, R. B., de
Souza, J. S., Kliemann Neto, F. J., & Felix, E.
A. (2018). Development of an enterprise risk inventory for
healthcare. BMC Health Services Research, 18(1),
N.PAG.https://doi.org/10.1186/s12913-018-3400-7
IRB
Implementing Regulatory Broad Consent Under the Revised
43. Common Rule: Clarifying Key Points and the Need for
Evidence. (2019). Journal of Law, Medicine & Ethics, 47(2),
213–231. https://doi.org/10.1177/1073110519857277
The Future of ERM
Week 8 Discussion
Due: Thursday night 11:59 PM Eastern
5
Schiller, F., & Prpich, G. (2014). Learning to
organise risk management in organisations: what
Week
future for enterprise risk management? Journal of
8
Risk Research, 17(8), 999–
Feb
1017. https://doi.org/10.1080/13669877.2013.84172
46. Night
By the end of this week, you should be able to: Understand
IRBLearn the importance of IT governanceAnalyze risk
inventoriesDescribe some IT risk management best practices
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IT Governance and IT Risk Management Practices"
Vincent, N. E., Higgs, J. L., & Pinsker, R. E. (2017). IT
Governance and the Maturity of IT Risk Management Practices.
Journal of Information Systems, 31(1), 59–77.
48. https://doi.org/10.2308/isys-51365
Etges, A. P. B. da S., Grenon, V., Lu, M., Cardoso, R. B., de
Souza, J. S., Kliemann Neto, F. J., & Felix, E. A. (2018).
Development of an enterprise risk inventory for healthcare.
BMC Health Services Research, 18(1), N.PAG.
https://doi.org/10.1186/s12913-018-3400-7
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Subjects_beeline.html
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While this reading is not part of ERM, it does deal with risk -
and the risk to human subjects. When you work on your
dissertation, you will have to get approval from UC's IRB
board, so it's helpful as you work through your class to get
familiar with what you will need when beginning to work on
your dissertation.
Implementing Regulatory Broad Consent Under the Revised
Common Rule: Clarifying Key Points and the Need for
50. Evidence. (2019). Journal of Law, Medicine & Ethics, 47(2),
213–231. https://doi.org/10.1177/1073110519857277
There is a lot more information at the Graduate School, so get
acquainted with all the resources
available: https://www.ucumberlands.edu/gradschool
Make sure to click the link Explore the Dissertation Process for
much more
information: https://www.ucumberlands.edu/gradschool/disserta
tion
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Students - Plagiarism will continuously be checked even after
the term is over. Should plagiarism be confirmed, one of the
consequences will apply. This could potentially change your
final grade. YES - your grade can be changed after the term is
over!
As a reminder, before completing the final research paper,
52. please review UC's academic honesty policy again:
Academic Integrity/ Plagiarism (This information is included in
all syllabi at University of the Cumberlands)
At a Christian liberal arts university committed to the pursuit of
truth and understanding, any act of academic dishonesty is
especially distressing and cannot be tolerated. In general,
academic dishonesty involves the abuse and misuse of
information or people to gain an undeserved academic
advantage or evaluation. The common forms of academic
dishonesty include:Cheating – using deception in the taking of
tests or the preparation of written work, using unauthorized
materials, copying another person’s work with or without
consent, or assisting another in such activities.Lying –
falsifying, fabricating, or forging information in either written,
spoken, or video presentations.Plagiarism—using the published
writings, data, interpretations, or ideas of another without
proper documentation.
Plagiarism includes copying and pasting material from the
Internet into assignments without properly citing the source of
the material. Plagiarism can happen by mistake - so you need to
be careful!
Episodes of academic dishonesty are reported to the Vice
President for Academic Affairs. The potential penalty for
academic dishonesty includes a failing grade on a particular
assignment, a failing grade for the entire course, or charges
53. against the student with the appropriate disciplinary body.
Plagiarism Offense // Consequence:First Offense // 0 on
the assignmentSecond Offense // Removal from course = F for
course gradeThird Offense // Dismissal from University
Remember - Self-plagiarism is still plagiarism and not allowed
– you cannot use previous class work from this or any previous
courses whether or not it was originally submitted to University
of the Cumberlands. SafeAssign is an international global
database - meaning it checks for plagiarism across the globe.
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In week 7, students will examine maturity models in IT
governance and look at some risk management best practices.
Additionally, students will examine ways on how to analyze and
understand risk inventories. Lastly, students will examine risk
from a human perspective focus and how rules govern the
protection of human when participating in research.
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Welcome to Week 7, CLASS!
I trust, we had a good week!
Please review the following article to know more about
Enterprise Risk Management.
https://www.pmi.org/learning/library/enterprise-risk-
management-application-implementation-5831
The activities this week will help us to know about the role of
IRB in the dissertation, which include:
When conducting research, we must sometimes gain permission
from the governing body. In research, we call this the
Institutional Review Board (IRB).
For Discussion, please ensure we respond to the prompts in our
own words. If we need to quote or use content from a source,
ensure that we paraphrase the information to demonstrate our
57. knowledge of the content. Remember to ENGAGE the other
students in the class in dialogue, as they are discussion thread.
• Providing the ITS835 Final Project Assignment: Be sure to
answer each question and site your work to support your
position.
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This week you have 1 assignment to complete.
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course-836/week-7/course-836-discussion-page-1.txt
There is much discussion regarding Data Analytics and Data
Mining. Sometimes these terms are used synonymously but
there is a difference. What is the difference between Data
Analytics vs Data Mining? Please provide an example of how
59. each is used.
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Write 250 words.
Use Scholarly articles and APA 7 format.
Mandatory to site the given articles in Reading
Assignments_beeline
course-836/week-7/Formalizing Your Information Technology
Dissertation_beeline.html
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61. Dr. Steven Brown, PhD IT Program Director, has created a
presentation on how to move on from the topic to examine the
next stage in a doctoral dissertation, and where research
questions will flow from.
https://us-
lti.bbcollab.com/recording/ec59190a6535499ca19e8466dc7d2aa
5
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By the end of this week, you should be able to:Describe data
miningIdentify types of data mining toolsExplain how data
mining and analytics work together
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64. Night
Buntine, W. (2020). Machine learning after the deep learning
revolution. Frontiers of Computer Science, 14(6), 1.
Cunha, M. N., Chuchu, T., & Maziriri, E. T. (2020). Threats,
Challenges, and Opportunities for Open Universities and
Massive Online Open Courses in the Digital Revolution.
International Journal of Emerging Technolo gies in Learning,
15(12), 191–204. https://doi.org/10.3991/ijet.v15i12.13435
Marcu, D., & Danubianu, M. (2019). Learning Analytics or
Educational Data Mining? This is the Question.. BRAIN: Broad
Research in Artificial Intelligence & Neuroscience, 10, 1–14.
Poudyal, S., Akhtar, Z., Dasgupta, D., & Gupta, K. D. (2019).
Malware Analytics: Review of Data Mining, Machine Learning
and Big Data Perspectives. 2019 IEEE Symposium Series on
Computational Intelligence (SSCI), Computational Intelligence
(SSCI), 2019 IEEE Symposium Series On, 649–656.
https://doi.org/10.1109/SSCI44817.2019.9002996
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Data mining is the exploration and analysis of large data to
discover meaningful patterns and rules. Data mining aims to
predict future outcomes. Additionally, data mining techniques
are used to build machine learning (ML) models that power
modern artificial intelligence (AI) applications such as search
engine algorithms and recommendation systems.
Benefits of Data Mining:Automated Decision-MakingAccurate
Prediction and ForecastingCost ReductionCustomer Insights
While a powerful process, data mining is hindered by the
increasing quantity and complexity of big data. Where exabytes
of data are collected by firms every day, decision-makers need
ways to extract, analyze, and gain insight from their abundant
repository of data.
67. Data mining has two primary processes: supervised and
unsupervised learning. Data mining software is a tool to convert
raw and unstructured data into useful information in order to
optimize the decision making ability. This software offers
enterprises an ability of predictive analysis which helps them
forecasting marketing strategy and consumers behavior. Steps
involved in data mining include data collection, data processing
and then software sort the data depending on user’s result in the
form of graph or table.
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BuAd 410: Organization Change and DevelopmentTeam
Assignment # 1: Reading Facilitation prepare a summary of the
key points in a selected reading, present it to the class using a
Powerpoint presentation and facilitate an open class discussion.
The instructor will monitor the discussion and award class
participation marks.
The final assignment submission is to be word-processed, with a
title page (to, topic/subject, from and date) and no cover. The
readings used in your assignment are to include in-text sources
68. and be documented in a references list at the end of your
assignment. (Refer to Blackboard or the Library website for
APA citation style help and adhere to the Guidelines for
Writing Summaries below.)
“To summarize is to extract the main message or central point
of a passage. A summary does not include supporting evidence
or details” (Troyka, 1998, p.44).
Summarizing the key points
Guidelines for writing your summaries and designing a practical
tool:
Identify the main points and condense them without losing the
essence of the material.
Use your own words to condense the message.
Keep your summary short (1 or 2 pages) – be creative and
present your work in a practical manner
Do not plagiarize. Document carefully. You are required to
give the source of any summary, just as you do for quotations
and paraphrases.
Conclude with a critical analysis and summary of the reading
material.
The article summary and a copy of the PowerPoint or other
visual aid used in class is to be submitted to your professor