Management Essays (Examples)

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Because management is an evolving concept, what constitutes a management essay is also an evolving concept.  Management essays are going to focus on the theories surrounding the overseeing and coordinating of the activities of a group of people to support achievement of a common goal or goals.  These essays can be theoretical or can describe the application of a theory to a real-life management scenario.

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Classical Motivation Theories

Words: 958 Length: 3 Pages Document Type: Essay Paper #: 19517316

The Hawthorne study was a couple of different studies where efficiency experts changed different variables – in Hawthorne this was the lighting in the plant. They hypothesized that more light would lead to an increase in output, and it did. But the control group also saw an increase in output. When the lights were dimmed again, output rose again. The studies showed that it was not the light that mattered in terms of output. The key variable was that the workers felt that they mattered, that management was paying attention to them. The workers also started to see themselves as part of a team, rather than a collection of isolated individuals.
The Hawthorne study was important because to that point, most research on efficiency had focused on changes to physical aspects of working conditions. The Hawthorne study and a few others around that time showed that psychological working conditions are…… [Read More]

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Organizational Change and Development

Words: 1228 Length: 4 Pages Document Type: Essay Paper #: 19503219

Introduction
An intervention of change and development within an organization is a sequence of practices, activities, and occurrences purposed to aid the entity in enhancing its performance and efficacy. The design of such an intervention emanated from prudent analysis and is directed to resolve distinctive issues and to augment certain operational areas within the organization ascertained in the analysis. The purpose of this paper is to serve a synopsis of the intervention design practice for a private prison company. The paper will delineate criteria that characterize efficacious organizational change and development intervention, ascertains prospective bottlenecks in executing change and the conceivable eventualities that act as guiding principles to effective intervention design.
Initial Steps in the Change Process
Step 1 – Build Awareness
The initial phase in the process of organization stats with creating awareness. The personnel within the private prison company need to be cognizant of the incessant pressure and…… [Read More]

References

Benn, S., Dunphy, D., & Griffiths, A. (2014). Organizational change for corporate sustainability. Routledge.

Hiatt, J. (2006). ADKAR: a model for change in business, government, and our community. Prosci.

Mishra, K., Boynton, L., & Mishra, A. (2014). Driving employee engagement: The expanded role of internal communications. International Journal of Business Communication, 51(2), 183-202.

Schnackenberg, A. K., & Tomlinson, E. C. (2016). Organizational transparency: A new perspective on managing trust in organization-stakeholder relationships. Journal of Management, 42(7), 1784-1810.

Styhre, A. (2002). Non-linear change in organizations: organization change management informed by complexity theory. Leadership & Organization Development Journal, 23(6), 343-351.

Welsh, W. N., & Harris, P. W. (2016). Criminal Justice Policy and Planning: Planned Change. Routledge.


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Electronic Immigrants

Words: 689 Length: 2 Pages Document Type: Essay Paper #: 76582761

Electronic Immigrants 
The Pros and Cons of Virtual Teams
The value of hiring electronic immigrants is that a company is not restricted to a pool of candidates within its own country. On the contrary, it can use the Internet to look beyond borders and hire talent from the other side of the world—with the added bonus that the talent is under no compulsion to relocate to the employer’s country: the electronic immigrant can work from afar thanks to the innovative advancements made in digital communications technology (Blake & Surprenant, 1990; Targowski, 2015). With the possibility of telecommuting to work now a reality, companies are not required to relocate workers nor to confine their searches to local candidates. For both of these reasons, there is a great deal of value in hiring electronic immigrants: (a) doing so increases the odds that the firm will obtain the degree of talent it requires,…… [Read More]

References

Blake, V. L., & Surprenant, T. T. (1990). Electronic immigrants in the information age: Public policy considerations. The Information Society, 7(3), 233-244.

Fang, C., Chen, Y. & Wang, C. (2014) E-leadership effectiveness in virtual teams: motivating language perspective.  Industrial Management & Data Systems, 114(3), 421 - 437

Kaho, M. (2018). Examples of informal groups. Retrieved from http://smallbusiness.chron.com/examples-informal-work-groups-24287.html

Krumm, S., Kanthak, J., Hartmann, K., & Hertel, G. (2016). What does it take to be a virtual team player? The knowledge, skills, abilities, and other characteristics required in virtual teams. Human Performance, 29(2), 123-142.

Pelton, J. N. (2004). Satellites as worldwide change agents. Communication satellites: Global change agents. Mahwah, NJ: Lawrence Erlbuam Associates.

Targowski, A. S. (2015). From information wave to virtual civilization. Editorial Staff, 24.


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Dealing with Conflict and Tension in Teams

Words: 1066 Length: 4 Pages Document Type: Essay Paper #: 13119396

Ineffective Meetings
In order to be an effective leader, it is important to recognize the communication styles of one’s team members. One also has to know how to respond to these styles in order to keep a team meeting focused and on task. For Kerry, the problem is that there are many conflicting styles and not enough guidance from him in terms of maintaining attention to the problem at hand. This paper will describe the communication styles of the team members, show exactly where the meeting’s order was subverted, and discuss what Kerry might have done better in terms of using leadership skills and negotiation and conflict resolution strategies to get the meeting back on track.
The communication style for the various characters consisted of the following: Kerry uses a facilitative style in that he opens the meeting by identifying the problem and then allows others to talk. He also…… [Read More]

References

Lumsden, G., Lumsden, D., & Weithoff, C. (2010). Communicating in groups and teams: Sharing leadership (5th ed.). Boston, MA: Wadsworth Cengage Learning.

Sanchez-Nunez, M., Patti, J. & Holzer, A. (2015). Effectiveness of a leadership development program that incorporates social and emotional intelligence for aspiring school leaders. Journal of Educational Issues, 1(1), 5-9.

Schyns, B., Schilling, J. (2013). How bad are the effects of bad leaders? A meta-analysis of destructive leadership and its outcomes. The Leadership Quarterly, 24, 138-158.


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Decision Making

Words: 1030 Length: 3 Pages Document Type: Essay Paper #: 53170803

Decision-Making
Decision-making is an important feature of leadership and management in any sector. Various approaches to effective decision-making have been developed and discussed by researchers over the years. This paper will discuss the rational decision-making model, how individuals can deal with biases and errors in decision making, how individual differences and organizational constraints affect decision making, and what ethical considerations should be made in decision making.
The Rational decision-making model consists of a number of steps designed to enable the individual to make an efficient and effective decision based on evidence and logic. The first step in the model is to define the situation and the decision that has to be made. This means that individual must understand the issue and what is at stake by being able to answer what is the problem and what is the decision that has to be made? The second step consists of identifying…… [Read More]

References

Conklin, A. (2018). Why the new Starbucks bathroom policy is a steaming cup of fail. Retrieved from http://dailycaller.com/2018/05/15/starbucks-bathroom-policy-fail/

Goll, I., & Rasheed, A. M. (1997). Rational decision-making and firm performance: The moderating role of environment. Strategic Management Journal, 18(7), 583-591.

Johnston, C. M., Wallis, M., Oprescu, F. I., & Gray, M. (2017). Methodological considerations related to nurse researchers using their own experience of a phenomenon within phenomenology. Journal of Advanced Nursing, 73(3), 574-584.


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The Ethics of Nepotism in Public Administration

Words: 1682 Length: 5 Pages Document Type: Essay Paper #: 30117996

Nepotism and the Public Administrator: The Price is Low Morale
Executive Summary
How does nepotism impact the public administration sector? This paper shows that the price of nepotism in public administration is often low morale. When government positions are given to family members and friends of politicians or those already in positions of power, the negative effect of nepotism is felt by other workers and staff members. Instead of people earning these posts based on a system of meritocracy, nepotism gives the impression that favoritism is what matters—and that being well-connected or part of the ruling “dynasty” is what will win one a high post in public service. The ethical issue is that a lack of fairness and rewarding of service positions based on merit rather than on familial connection fosters a negative spirit among stakeholders that can lead to destructive impulses being given more sway than they would otherwise…… [Read More]

References

Abrams, L. C., Cross, R., Lesser, E., & Levin, D. Z. (2003). Nurturing interpersonal trust

in knowledge-sharing networks. The Academy of Management Executive, 17(4), 64-77.

Bute, M. (2011). The Effects of Nepotism and Favoritism on Employee Behaviors and

Human Resources Practices: A Research on Turkish Public Banks. TODAJE’s Review of Public Administration, 5(2), 158-208.

Federal Anti-Nepotism Statute. (1978). Employment of relatives. Retrieved from

http://www.law.cornell.edu/uscode/text/5/3110

Flavier, H., Chikireva, I., & Ivanova, K. (2017). Disciplinary Responsibility\\\\'s Application

to the Local Government Employees Violating the Anti-Corruption Legislation in the Russian Federation, Europe and the United States of America. BRICS LJ, 4, 116.

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Nonprofit Sector and Governance Reforms

Words: 677 Length: 2 Pages Document Type: Essay Paper #: 82349277

The past two decades have witnessed the non-profit sector being destabilized by three financial disruptions. However, the Intermediate Sanctions Act, Sarbanes-Oxley, fresh security exchange laws, and other associated governance reforms have only recently been implemented as solutions to the issue. After reports of mischief-making within not-for-profit entities, administrative reforms have proven to be crucial to ensuring authority accountability, directorial autonomy and functional transparency (Grunewald, 2007). Internal control data presented before executive boards isn’t as it ought to be. More focus on applying ethical codes is necessary. The time requirements of executives are extending, with executive board agendas enlarging and audit committees and other organizational teams engaging in more frequent meetings. It is essential for future executives to come up with sound due diligence procedures.
The 2013 Non-Profit Revitalization Act (NPRA) is definitely the most prescriptive and complicated collection of regulations for not-for-profit entities enacted in America. Its very precise, governance-connected…… [Read More]

References

Grunewald, D. (2007). The Sarbanes-Oxley Act Will Change the Governance of Non-Profit Organizations. Journal of Business Ethics, 80(3), 399-401. http://dx.doi.org/10.1007/s10551-007-9450-0

New York Revitalizes State Governance Reform for Nonprofits. (2018). Nycommunitytrust.org. Retrieved 6 January 2018, from http://www.nycommunitytrust.org/ProfessionalAdvisors/ProfessionalTaxEstatePlanningNotes/StateGovernanceReformforNonprofits/tabid/872/Default.aspx

Who should regulate nonprofits? - Advancing Philanthropy - Publications - AFP. (2018). Afpnet.org. Retrieved 6 January 2018, from http://www.afpnet.org/Publications/ArticleDetail.cfm?ItemNumber=852


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Theory of Constraints

Words: 1595 Length: 5 Pages Document Type: Essay Paper #: 62852915

Introduction
The theory of constraints (TOC) could be seen as an approach towards the management of operational constraints or bottlenecks so as to achieve set goals and objectives (Wilkinson, 2013). TOC, in the words of Elton and Roe (1998), “explains how to boost the performance of any process that involves a series of interdependent stems… the theory has managers focus on the bottlenecks, or constraints, that keep the process from increasing its output.” Eliyahu Goldratt is credited with the formulation of this particular theory.
Maximizing Organizational Performance and Effectiveness
It is important to note that the focus of TOC on this front would primarily be system improvement. In that regard, in seeking to apply TOC principles, an individual ought to view the whole production system holistically. In essence, TOC has three principles, i.e. “convergence, consistency, and respect” (Wilkinson, 2013). When it comes to convergence, Wilkinson, (2013) observes that the theory’s…… [Read More]

References

Blackstone, J.H., Cox, J.F. & Schleier, J.G. (2008). A Tutorial on Project Management from a Theory of Constraints Perspective. International Journal of Production Research, 47(24), 7029-7046 .

Elton, J. & Roe, J. (1998). Bringing Discipline to Project Management. Retrieved from http://hbr.org/1998/03/bringing-discipline-to-project-management

Martinelli, R.J. & Milosevic, D.Z. (2016). Project Management Toolbox: Tools and Techniques for the Practicing Project Manager. Hoboken, NJ: John Wiley & Sons.

Wilkinson, J. (2013). Theory of Constraints. Retrieved from http://strategiccfo.com/theory-of-constraints/

Srinivasan, M. (2011). Building Lean Supply Chains with the Theory of Constraints. New York, NY: McGraw Hill Professional.


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communication and its role in'strategy implementation

Words: 690 Length: 2 Pages Document Type: Essay Paper #: 95597132

Business Strategy
The company is faced with a challenge relating to the size of its stores. It needs to use that space more efficiently. One option on the table is to renovate the stores in order to use the existing space more effectively, and the other option is to use that space by changing the company's positioning, broadening its product line by using the space for offices. The latter has a certain appeal in the sense that the space is optimized for revenue, but does not take into account whether this will be viewed as a positive shopping experience or a negative one by its target audience (it is not necessarily desirable to take on a Wal-Mart sort of approach to shopping when you cater to the top 25% of income earners).
The company therefore needs to visualize how these two strategies will play out before making a decision. Mankins…… [Read More]

References

Gadiesh, O. & Gilbert, J. (no date). Transforming corner-office strategy into frontline action. In possession of the author. http://hbr.org/2006/01/who-has-the-d-how-clear-decision-roles-enhance-organizational-performance

Mankins, M. & Steele, R. (2005) Turning great strategy into performance. Harvard Business Review. In possession of the author.

Neilson, G., Martin, K. & Powers, E. (no date). The secrets to successful strategy execution. In possession of the author.


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Organizational Staffing Model

Words: 921 Length: 3 Pages Document Type: Essay Paper #: 65532214

Part 1
Are some of the 13 (see exhibit 1.7, pg. 26) strategic staffing decisions more important than others? If so, which ones? Why?
In general, it is difficult to make the argument that a number of staffing decisions are comprehensively more important as compared to the others. All the strategic staffing decisions are significant contemplations with regard to the devising and execution of an exhaustive staffing strategy. Nonetheless, particular circumstance might be linked to particular strategic staffing decisions being especially significant. For instance, in a company requires to make the most of its flexibility, it implies that the strategic staffing decision encompassing the core versus the flexible labor force would be particularly pivotal. In contrast, if a company endeavors to improve its level of employee retention and reduce employee turnover, it implies that the internal versus external hiring staffing decision will be deemed more important. In the same manner,…… [Read More]

References

Heneman, H. G., Heneman, R. L., & Judge, T. (1997). Staffing organizations. McGraw-Hill/Irwin.

Venable LLP. (2014). Prohibited Discrimination in Hiring: Disparate Treatment and Disparate Impact. Retrieved from: http://trust.guidestar.org/blog/2014/04/14/prohibited-discrimination-in-hiring-disparate-treatment-and-disparate-impact/


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Strengthsfinder Training Tools

Words: 915 Length: 3 Pages Document Type: Essay Paper #: 73004249

The StrengthsFinder test classifies employees into a number of critical strength-based categories, such as employees who thrive on competition versus employees who seek harmony with other individuals. Both types of employees can be useful in many organizations but may deploy different decision-making processes due to their different strength sets. For example, an employee whose great strength is soliciting input may need and desire a great deal of information before making a decision (Sorenson & Crabtree 2001). An employee who is deliberative by nature may need more time to exercise the strengths of his unique faculty in making decisions while an employee who is an activator can make a contribution by narrowing down the range of potential decisions to a fairly limited selection to motivate moving the organization forward (Sorenson & Crabtree 2001). Just as all organizations have to make many different types of decisions on a regular basis, they must…… [Read More]

References

Buckingham, M. & Clifton, D. (2001). Now, discover your strengths. Gallup.

Sorensen, K. & Crabtree, S. (2001). A talent for making decisions. Business Journal. Retrieved from: http://news.gallup.com/businessjournal/394/talent-making-decisions.aspx


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Managing Diversity and Equal Opportunity With the

Words: 3011 Length: 11 Pages Document Type: Essay Paper #: 70343561

Managing Diversity and Equal Opportunity

With the turn of the 21st century, a dramatic increase is being witnessed in the international flow of labor with repercussion for domestic labor supply and management. The native, racial and emigre mixture of the employees is predominantly important for the workplace. The importance of this domestic cultural multiplicity in the labor force, highlighted by worldwide influences and necessities, has lately encouraged the researchers to focus on the companies' and managers' response to diversity, be it of any form (Watson, Spoonley, & Fitzgerald, 2009).

If the workforce of the present times is compared with the one that was found 20 years ago, it will be easy to observe that there are "more white women, people of color, disabled persons, new and recent immigrants, gays and lesbians, and intergenerational mixes (i.e., baby boomers, Generation Xers, and Generation Nexters)" (iccucci, 2002) today. This situation has given birth…… [Read More]

References

Hemphills, H., & Hayne, R. (1997). Discrimination, Harassment, and the Failure of Diversity Training: What to Do Now. Westport, CT: Quorum Book. Retrieved December 15, 2012, from http://www.questia.com/read/23366693/discrimination-harassment-and-the-failure-of-diversity

King, A.S. (1995, December). Capacity for Empathy: Confronting Discrimination in Managing Multicultural WorkForce Diversity. Business Communication Quarterly, 58(4), 46+. Retrieved December 14, 2012, from http://www.questia.com/read/1G1-18023663/capacity-for-empathy-confronting-discrimination-in

Ollapally, A., & Bhatnagar, J. The Holistic Approach to Diversity Management: HR Implications. Indian Journal of Industrial Relations, 44(3), 454+. Retrieved December 15, 2012, from http://www.questia.com/read/1G1-210224380/the-holistic-approach-to-diversity-management-hr

Riccucci, N.M. (2002). Managing Diversity in Public Sector Workforces. Boulder, CO: Westview Press. Retrieved December 14, 2012, from http://www.questia.com/read/100875091/managing-diversity-in-public-sector-workforces
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Managing Changing Managing Change Reflect Critically Personal

Words: 2703 Length: 8 Pages Document Type: Essay Paper #: 92211068

Managing Changing

Managing Change

reflect critically personal perspective philosophy managing change changed ( ) semester Drawing learning experiences semester (group case study, relevant change management theory, reflections relevant personal experiences organisational change), reflect critically personal perspective philosophy managing change changed ( ) semester.

Managing change

The world we are living in is always changing. The nature of the business world today is very different than the way it was decades ago. Change is inevitable. This is because, as people are always faced with new problems and as such, come up with new ways of doing things in order to better their lives. The people therefore come up with new technologies to meet this needs. For an organization to remain relevant, it must be flexible enough to change with the changing times. Resisting to the wind of change will make the organization obsolete and lead to their collapsing Zilwa, 2010.

Nevertheless,…… [Read More]

SINGH, M. & WADDELL, D. 2004. E-business innovation and change management, Hershey, Idea Group Publ.

WILLIAMS, A.P.O., DONBSON, P. & WOODWARD, S. 2002. Managing change successfully: using theory and experience to implement change, London, Thomson.

ZILWA, D.D. 2010. Academic units in a complex, changing world adaptation and resistance, Dordrecht, Springer.
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Managing Quality With Six Sigma

Words: 1571 Length: 6 Pages Document Type: Essay Paper #: 90419721

The Improve Phase of the DMAIC process is also essential for managing the piloting and testing of the Six Sigma solutions discovered. It is also essential during the new product development process for measuring and quantifying the unique value proposition of the product or service being produced as well. The final phase, Control, is essential in both a Six Sigma and new product introduction process as well (Pestorius, 2007).

Conclusion

The DMAIC process aligns very well to the new product development and introduction process and is used extensively for that purpose in applying Six Sigma to marketing. Six Sigma can change an entire company's culture and make the many processes synchronized and in unison in making new product introductions more profitable and capable of gaining market share as a result.

eferences

Brian Cocolicchio (2007). Sales and Marketing the Six Sigma Way. Quality Progress, 40(9), 79. Link: http://www.sixsigmaselling.com/six_sigma_selling/2006/07/about_sales_and.html

Fundin, a.P., &…… [Read More]

References

Brian Cocolicchio (2007). Sales and Marketing the Six Sigma Way. Quality Progress, 40(9), 79. Link: http://www.sixsigmaselling.com/six_sigma_selling/2006/07/about_sales_and.html

Fundin, a.P., & Cronemyr, P. (2003). Use customer feedback to choose six sigma projects. ASQ Six Sigma Forum Magazine, 3(1), 17-21. Retrieved from  http://asq.org/sixsigma/2005/03/use-customer-feedback-to-choose-six-sigma-projects-en.pdf 

Hasan, M., & Kerr, R.M. (2003). The relationship between total quality management practices and organisational performance in service organisations. TQM Journal, 15(4), 286-286.

 http://www.ijbmss-ng.com/vol1no1_ijbmss/ijbmss-ng-vol1-no1-pp113-128.pdf
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Managing Human Resources Change and Conflict Are

Words: 2759 Length: 8 Pages Document Type: Essay Paper #: 9037122

Managing Human esources

Change and conflict are some of the manager's current challenges. This thesis tries to inquire into the change processes and managers response to conflicts that arise as a result of change resistance. The manifestation of conflict and the impact of conflict are also discussed. The thesis also looks into the different theories formulated to explain change process and their relationship to conflict management. Also covered is the way decision makers can mitigate conflict and bring sanity in their organizations.

Today's managers are faced with the trade off between change and conflict. Change has become an irresistible part of organization and managers must therefore come up withy strategies and policies of managing change in an order to reduce conflict that may hinder the performance and also to reduce performance gap.

Introduction

Conflict is bound to occur when different individuals have different perception, opinion, ideas and thought. Change and…… [Read More]

References

Knudsen T.(2003).Human Capital Management: New Possibilities in People Management. Journal of Business Ethics, 21(2),42-45.

Humphreys, M. (2005). Natural Resources, Conflict, and Conflict Resolution: Uncovering the Mechanisms. The Journal of Conflict Resolution, 49 (4), 23-36.

Kindler, H.S. (2005). Conflict Management: Resolving Disagreements in the Workplace. London: Thomson/Course Technology.

Kotter, J. (1995, march-april). Leading Change:Why Transformation Efforts Fail. Havard Business School Review, 59-67.
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Managing Information Systems Introduction in

Words: 2760 Length: 8 Pages Document Type: Essay Paper #: 55736802

Furuholt, (2006) argues that lack of management engagement to the acceptance of information systems has been a barrier to the implementation of information systems. The issues are even common with organizations in the developing countries where management does not give enough priority to the information systems implementation. Importantly, implementation of information systems requires management support since management will need to approve fund that would be used for IS implementation. Generally, younger people are more interested in the it tools than older people. In a situation where number of older working team outnumbers younger working team within an organization, the IS implementation may be cumbersome.

More importantly, lack of knowledge of information systems may serve as barrier to its implementation. In the developed countries, private and public organizations have already aware the importance of information systems to the organizations. Many organizations in developed countries already realize that it tool is a…… [Read More]

References

Abukhzam, M. & Lee, a. (2010). Factors affecting Bank Staff attitude towards E-banking adoption in Libya. The Electronic Journal on Information Systems in Developing Countries: 42(2): 1-15.

Ali, S.N.A. (2010). E-government services: an exploration of the main factors that contribute to successful implementation in Libya. PhD thesis, University of Portsmouth.

Bartol, K.M. (1982). Managing Information Systems Personnel: A Review of the Literature and Managerial Implications. MIS Quarterly.

Boh, W.F. & Yelling, D. (2007). Using Organizational Architecture Standards in Managing Information Technology. Journal of Management Information Systems. 23 (3): 163 -- 207.
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Managing Change When a Business

Words: 615 Length: 2 Pages Document Type: Essay Paper #: 15275868

The organization needs to be making the change for the right reasons and ones that fit the businesses needs. In other words, it shouldn't be incorporated out of the voice in the back of the head saying, "everyone else is doing it." After the business has decided it is a good match, then it needs to decide what exactly they need to make the changes -- that is, does the organization have to start from scratch? How far behind is the business? or, how far to left or right? Knowing exactly where the organization is and what has to be done in vital for an easier transition.

Once an organization knows what is needed, then is the time to do some old-fashioned research into different aspects of technology. There shouldn't be any investing in technology without some very careful research and consideration as part of the process. It inside of…… [Read More]

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Managing Organizational Change From Each

Words: 580 Length: 2 Pages Document Type: Essay Paper #: 68868764

There is a major difference in launching any new initiative where adoption is key to its success relative to introducing one where compliance can be demanded. B Management, by not informing employees of the change, is in effect saying through their actions that compliance is demanded or they will lose their jobs. The sobering fact of 13,000 people let go or nearly 25% of the workforce is a force in the B culture that implies compliance is critical if one is to stay employed. The swipe card is introduced by management through a compliance-driven strategy with none of the business benefits defined that are relevant to those most affected. Consequently, it fails as a program and serves as the volatile catalyst of a wildcat strike.

The lessons learned include the following. First, B Management needed to be more transformational as a leadership team, less authoritarian and transactional. Transformational leadership seeks…… [Read More]

Assume that you have been retained as a change consultant by BA management to advise them on how to avoid such a situation in the future. What lessons emerge from each perspective and what recommendations would you draw from each in constructing your advice to BA management?

BA Management first needs to realize that this type of program, which affects thousands of employees and their lives, must be launched to maximize adoption, not compliance. There is a major difference in launching any new initiative where adoption is key to its success relative to introducing one where compliance can be demanded. BA Management, by not informing employees of the change, is in effect saying through their actions that compliance is demanded or they will lose their jobs. The sobering fact of 13,000 people let go or nearly 25% of the workforce is a force in the BA culture that implies compliance is critical if one is to stay employed. The swipe card is introduced by management through a compliance-driven strategy with none of the business benefits defined that are relevant to those most affected. Consequently, it fails as a program and serves as the volatile catalyst of a wildcat strike.

The lessons learned include the following. First, BA Management needed to be more transformational as a leadership team, less authoritarian and transactional. Transformational leadership seeks to create trust by being authentic, transparent and showing how the vision of change is relevant to the better performance of an enterprise (Nussbaumer, Merkley, 2010). BA Management failed to deliver a transformational vision for the program or even consider the people it would affect the most. Second, BA Management could have explained in detail why the swipe program would be essential for the airline to stay competitive, and designed it to provide employees with more flexibility and freedom to interchange schedules. If Southwest Airlines can do this with a regional operation, surely BA has the ability to do the same. The lack of vision and explanation of benefits to the employees, and
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Managing Projects Operations and Information

Words: 2210 Length: 8 Pages Document Type: Essay Paper #: 18237536

The performance of each team member depends on the performance of all others, this being a team project. Constraints include time and financial resources; as such improvement requires permanent improvement effort.

isk Management. No risk has been identified related to the project's completion.

Monitoring and Controlling Mechanisms. The data analysts will develop a metric system to measure each member's performance on a weekly basis. This weekly performance will be submitted to the project manager for potential adjustments.

V. Operations management plan

Operations Strategy. An easy way to understand the meaning of operations strategy is to break the word into the two separate words: operations and strategy - these words being the opposite of each other (Slack & Lewis, 2002). 'Operations' is about the functions and procedures regarding the day-to-day processes, while 'strategy' is about the direction and scope of an organisation over a long period of time. The operations strategy…… [Read More]

References:

Aberdeen Group. 2008. Operational KPIs and Performance Management -- Are Your Daily Decisions Based on Fact?,  http://www.aberdeen.com/ 

Cooper, M. & Lambert D. 2000. Issues in Supply Chain Management. Industrial Marketing Management, vol. 29: pp. 65-83.

Johnson, J. C. And Wood, D.F. 1996. Contemporary Logistics, N.J.: Prentice Hall Upper Saddle Creek.

Keah C.R.K. And Handfield, R.B. 1998 .Supply Chain Management: Supplier Performance and Firm Performance. International Journal of Purchasing and Materials Management: pp.2-9.
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Managing Homeland Security You Were

Words: 2062 Length: 5 Pages Document Type: Essay Paper #: 48708261

S. DHS "Strategic Plan," 2008, http://www.dhs.gov/xabout/strategicplan/) ealistically acts of terrorism, domestic or foreign are exceedingly rare, though slightly more common than they have been in the past and at least marginally more violent in nature, they occur very, very rarely. (Lewis, 2000, p. 201) Though maintaining serious preparedness the mitigation of natural disasters, most which cannot be avoided is an issue needed to be addressed almost yearly, on both small and large scales, across the nation and is much more likely to directly effect people and resources on an intimate level and should be the Emergency Management system's first and primary concern! Though worst possible case scenarios, regarding the use of WMDs is important it is not where all the resources should go.

(5. In the course, you have been introduced to the various responsibilities of different levels of government in the homeland security effort. What level of government do…… [Read More]

References

Daniels, R.S. (2007). Revitalizing Emergency Management after Katrina: A Recent Survey of Emergency Managers Urges Improved Response, Planning, and Leadership and a Reinvigorated FEMA -- the Federal Government Has Responded by Making Most of the Recommended Changes. The Public Manager, 36(3), 16.

Department of Homeland Security Website www.dhs.gov

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Hulnick, a.S. (2004). Keeping Us Safe: Secret Intelligence and Homeland Security. Westport, CT: Praeger.