Leadership And Teamwork In Action

Leadership And Teamwork In Action When reflecting on the practical team event, based in the Llandysul Paddlers and Canoe centre on the first and second of November, many examples of teamwork and leadership were shown by the group members. When faced with some of the tasks and problems that the occurred during the event, different members of the team displayed various characteristics that showed them to be team workers or team leaders, and sometimes even both. The following report reflects on some points raised during the event, and aims to show examples of leadership and teamwork in action. The report also discusses various topics which include, but are not limited to, how the team developed over the weekend, what leadership skills and strategies were covered by the event and how leadership skills were developed and influenced by the event. Other topics which are relevant to the subject matter with also be discussed and critically analysed. 2.0 Methodology The research methodology used for the basis of this report is mainly first hand account of a weekend attended by myself and the other people in my lecture group. I will use first hand experiences from this weekend, along with academic theory and relevant examples. 3.0 Main Body Colin Powell once stated that leadership is the art of accomplishing more than the science of management says is possible. This statement reflects on the fact that good leadership is a skill that you are not born with, but something that needs to be developed. To become a good leader, your skills must be developed through a process of training, education and experience. The practical team event on the 1st and 2nd of November was an experience which proved to be a valuable insight into the roles of a person in a position of leadership, and showed many examples of teamwork in action. From the outset of the weekend, it was clear by the way in which it was proposed, that it would be a very team orientated event. Our group met on the morning of the 1st of November, and we were gathered onto busses and taken to the Llandysul Paddlers and Canoe Centre, Carmarthenshire. When we entered the centre, we were greeted by all the centre staff, and introduced to them all. This appeared to be done in a very informal way, though it served a purpose. Not only to introduce the team leaders to all of the group members, but also to re-enforce the sense of team atmosphere in the centre. The leader of the staff team, and the manager of the centre Gareth Bryant, first introduced himself, then the other staff members. It was also done to address the question of who was the leader of the staff team. It was only after introducing everyone that our teams were selected. To encourage people to integrate with people outside of their friendship circles, and to make new friends, it was not left to the team members to choose which team they would like to be in. As expected, when everyone entered the centre, and took a seat, people sat in their friendship groups with people that they knew and trusted. In an attempt to break this barrier of friendship, Gareth selected the groups at random. This ensured that the teams were well mixed with a wide variety of team members of various sex and backgrounds. To encourage team dynamics, after our teams had been chosen for us, we were shown to our sleeping quarters, and it was implied that each team should stick together over the course of the weekend very closely. In this environment, where dangerous activities are taking place, it is more important than ever to have a fully functioning and well selected team. Teams can achieve brilliant things if they are well functioning and work well together. This is mainly because of the team sense of purpose, where everyone is aiming to achieve one single outcome. According to the work of Dr. Meredith Belbin (Management Teams Why they succeed and fail, 1981) members of a group or team can have many roles associated with each of them that allows for a smooth running group that works well. Belbin defines a team role as A tendency to behave, contribute and interrelate with others in a particular way. These behavioural tendencies facilitate the progress of a team, because of the way people with different roles work with each other. The members of a team know their place in the team, and can benefit the team as a whole by helping to work towards the objectives set. Belbins research concluded that there are nine team roles, within a well functioning team, and each of these roles must be played by at least one team member. This does of course not mean that each member is limited to one role, or that a team should have nine members to work well. It simply means that if each of these roles is present within a team, the team will work to a much higher standard overall. After working through some team exercises with some of my team members, it was clear to me that some of what Belbins research suggested was indeed the case. It soon became apparent to some extent that members of the team were showing characteristics in line with those suggested by the research. Some members of the team were happy to just be a team worker, and simply do what is needed of them. Other team members were constantly coming up with new ideas, and new ways to tackle problems. These are known as Planters because they are creative and imaginative and keep arriving at ideas to face problems. During many of the exercises, I was quite disappointed to find that I displayed a lot of the characteristics of a monitor evaluator. Although this, as all the other roles, is an important one, it did mean that I simply got on with the job in hand, and lacked the drive to inspire others. This is probably due to my lack of confidence with my own ideas, as sometimes I do not raise ideas as I think that other people will not agree with them. I did notice this lack of confidence becoming much less of a problem as the event progressed, however. I did occasionally get given the opportunity to become a co-ordinator, when I was given leadership roles, but I will discuss that in more detail later on. The way in which the teams were selected for this exercise also meant that friends were placed in opposite teams that would occasionally have the chance to compete with each other. Competition is very important for teams to work well because a lot of people thrive on the thrill of competition, and generally love to compete. At the very least, this is due to the fact that people love to take part in an activity with a purpose, but more often than not, people compete for the thrill of winning. Admittedly, a lot of people stick to the ideal that its not the winning, but the taking part that counts. In this case, there are many examples of competition to help progress the teams. One such example occurred in the form of a race. The team building exercise showed many different examples of competition, but the biggest one was the plank walking exercise. The team was split into two groups by the instructor, and each team was given two planks of wood with pieces of rope attached. It was the job of each team to stand on the wood, whilst holding the rope and attempt to collectively walk the wood to the finish line. This task sounded simple, but was unfortunately full of difficulties. Our team was one of the worst performing in this task, not only because of a flawed system, but also because of bad communication within the team. Jennifer, one of our team members, elected herself immediately as the leader of our team, and started trying to devise a system as to how we could complete the task. Unfortunately, going back to Belbins theory, we had two other plant members of the team, each with different ideas. In the end, our system became too complicated, and while we were still discussing how we were going to attempt the task, the other team was completing its trial run. Katzenbach and Smith commented on teams in their book (The Wisdom of Teams, 1998) stating that a team is a small numbers of people with complimentary skills who are committed to a common purpose, performance goals and common approach for which they hold themselves mutually accountable. Teams are designed to maximise output, and encourage continuous improvement. In our example, this was certainly not the case. Due to conflicting personalities and ideas in the team, it took us far too long to bring what ideas we had into practice, and we were left behind in the race. This was partially due to the fact that the other team members may not have wanted to elect Jennifer as the leader and they disliked the fact that she took and otherwise positive step in using her own initiative to elect herself as one. I also believe that this exercise was a good example of the Ringlemann Effect in action. This is because moving the wood was a joint effort, but it became increasingly more and more difficult to move as time went on. I suggest that this was because people were slacking and loafing and not putting their full effort in. The stages of our group development were in fact closely matched to Tuckmans four stages of group development model. The forming stage was short lived, our group like all the others was formed early in the exercise at the centre. During this stage, there were few problems or conflicts within the group, as everyone was in high spirits. The first exercise that our group embarked upon was the Kayaking, which although we were in high spirits, people argued over equipment and small items very quickly. These arguments could most likely be attributed to the cold and wet weather. By our final exercise, the rock climbing, we seemed to have reached the third stage of the Tuckman model of norming. Our group was more established by this point and responsibilities were clear and well formed. Everyone was more open to suggestion and less likely to criticise. People were also less resistant to new ideas. The rock climbing was a good example personally of how peer pressure in groups works. I had been rock climbing before and had not enjoyed the experience. On this attempt, when it was my turn to face the rock, I had started to climb when a rock moved as I grabbed it, which knocked my confidence. I had decided to climb down from the rock by this point. When I saw everyone else scaling the same rock face later on, I felt that I should not have been so quick to give up. When it was my turn to attempt the abseiling, I attempted it with no fuss or problems at all. I even found myself encouraging other group members and comforting Simon by telling him how strong the ropes actually are. I feel personally that the rock climbing was the best experience for me, even if it was not the most successful in terms of results. I feel that I did well to overcome my initial fears in attempting it again. This was, in part, due to the advice and support of other team members, and of course group peer pressure. As I mentioned previously, teamwork is extremely important in tasks like this teambuilding weekend. This is not just due to reasons of morale, but also because of synergy. This basically means the interaction of two or more agents, so that their combined effect is greater than the sum of their individual effect. Simply put 1 + 1 = 3, because the effect on teamwork on a task improves output and efficiency greatly and in a very positive way. The leader of a team is described as a person who influences others so that they may accomplish an objective. This is quite a broad definition, though it applies just as well to most examples of teams in a team working environment or situation. If someone elects themselves as the head of a team, or their superior elects them as the leader, this does not automatically make them a leader. It simply makes them the person who is in charge. To be effective leaders you must make people want to achieve the goals that you set them, not because they are forced to accomplish or complete them. Bass (1989) theory of leadership explains that there are three ways to define how people become leaders or develop into a leadership role. In the case of examples of leadership from the team building exercise, it was always the case that there was a leader involved, simply because of the dangerous nature of the activities that we were doing. The instructor of each activity was normally the leader, as they had been told to do so by their manager, and it was their job. However, sometimes as the tasks involved allowed, the instructor stepped down and elected a different leader for the task. For the kayaking task, after we had some basic training on the water, the instructor stepped down to allow a different activity to take place. In this example, it was myself that was elected as the leader of the group. It was my task to transport a member of the group, who was pretending to be injured, across the lake. The severity of the situation was important and very high, because I was told that the injured party had hyperthermia setting in, and their condition would deteriorate rapidly if help was not found. As Bass describes in his transformational leadership theory, awareness of the importance of the task motivates people. This was certainly true in this case, because if there was no time limit, people would not be rushed to complete the task. Bass describes charisma as an important factor in leadership as charisma evokes strong emotions with the leaders followers. Being elected as the leader of the kayak task was not easy. The instructor advised me as to what equipment I was allowed to use and that everyone must reach the other side of the lake quickly and safely. When you are elected as a leader, especially in a crisis, it is often hard to decide which tasks to approach first. Bass talks about this in his Great events theory where he mentions that sometimes a crisis or event can cause someone to be elected as a leader, which was exactly what occurred in this situation. In my situation as leader for this task, I initially found it very difficult to effectively allocate resources, as I initially found myself focussing too much on certain aspects. The instructor was quick to step in and point out on a couple of occasions that I had team members who were sitting around, doing nothing. It was only later in the process that I began to effectively keep everyone in the team informed of the situation and to use the full capabilities of the group. One of the other important principles of leadership was that I needed to follow was to ensure that all tasks were understood and supervised until they were completed. This is important because some of the members of the group were not well informed at all times, so they simply sat around while others attempted to do the task around them. During this task, I definitely found that there was a communication barrier between myself and some of the Chinese speaking group members. This was usually just a language barrier. This was soon avoided when I managed to convince them of the severity of the task, and the speed needed to complete it. Trust was also an important factor in the exercise. The injured party was not allowed to move at all, or help her team mates in any way. Because of this, the injured team member had to be carried into a kayak and across the lake while being completely immobile. This must have been a hard task because putting all of your trust in the hands of people you hardly know, especially when there is water involved, is no small accomplishment. Communication is one of the key aspects of leadership. As I have previously mentioned, language can be a barrier, but communication of all aspects is important. Especially during the exercise when I found myself in a leadership role, I realised it was very important for your team as a whole to keep them informed of developments and even simply what you require them to do. It is often easy, especially when discussing ways to complete a task for team members to either not give any input at all, or to simply go along with the general consensus and not say anything. I feel that if I have learned anything about communication in this leadership weekend, it would be that is important to raise your own views, and to listen to the views of others, and take their comments and criticisms on board. 4.0 Conclusions Leadership is the art of influencing people accomplish tasks and objectives. Leadership is not something that you are born with, however you are born with certain traits which make some people more suitable for leadership roles than others. Leadership skills must be developed through time. Teamwork can be a very important tool that helps develop and accomplish tasks. There are many different types of people who make up a team, but too many people with new ideas can make the situation become argumentative. Over the course of the management weekend, some people showed themselves to be more suited to leadership than others, or more suited to teamwork than others. However, the duration of the weekend was short. Some suggested that it should have been over a longer period, even as long as a week. This would have given us more chance to develop theory associated with teamwork and leadership, however, time and financial concerns would limit this greatly. Overall the weekend was an excellent opportunity to see management, leadership and teamwork in action, and was a very valuable experience overall.

Language Learning Strategies Essay

Japanese designed site meant for starters in English language. In it are so many great links that are not only useful but also interesting to kids and other ESL learners. The reason for making it interesting is that kids may get bored if the material is not appealing to them. This site is maintained by TESL, the internet journal and the input is from teachers across the globe. This gives a lot of credibility to the site. Several books also have information meant for ESL learners and teachers. One of them is Oxford’s (1990) Language Learning Strategies outlines what a teacher should know in his/her quest to make learners be competent in English as a second language. It gives all the strategies, their pros and cons, the appropriate level of learners’ cognitive abilities that are in tandem with each strategy and the methods of evaluation of the learners’ understanding after a new concept is initiated. The book cannot be said to fully cover all the participants in the learning environment. Teachers and what they should know have been heavily outlined but the learner has been considerably left out. The ESL competence of the learner will by and large depend on what the teacher has to offer and not what the learner can do to improve his/her ESL competence. Mayer, in Weinstein (1988), Learning and Study Strategies: Issues in Assessment, Instruction and Evaluation tackles issues pertinent to holistic ESL learning namely assessing, instruction and evaluation. The learner needs to be instructed, assessed and evaluated on the much that a teacher has taught him/her. The book is therefore a masterpiece in enabling a well structured acquisition of ESL competence by a learner. The focus here is on the learner and has he teacher as guide, an assessor and evaluator of the progress the learner has made after a given time. The kindergarten kids have been catered for those teaching them will gain the skills to lead them in becoming competent. Elly (`1991), in his book Acquiring Literacy in a Second Language maintains that other than using structured audio-lingual programs , children should be exposed to a variety of story books and motivated to read and share what they get with other children. This way, they are able to acquire the second language easily. Their grasping of vocabularies becomes easy since they find them in the books they read as opposed to teaching them vocabularies non-contextually. The implication in Elly’s book is that practical as opposed to theoretical approach to ESL teaching and learning should be adopted. In terms therefore it content value, this book is invaluable. Boyle and Suzanne (1990) in Literary Scaffolds outline the strategies for firs and second language leaders and writers. It provides scaffolding activities which enhance successful intercourse with the print works and shows children how to read and write. Scaffolding is discussed and how it enhances writing and reading. Teachers and students of ESL can find invaluable information in this book. Genishi (1989) in Observing the Second Language Learner: An example of Teachers Learning illustrates how a kindergarten teacher recorded her observation of some ESL learners thus making critical points on effective language teaching and learning. She observed, according to this book, that each learner followed his/her own timetable and a unique path in learning a second language. It also states that it is important to enhance the activities and situations that provide an opportunity of talking by learners. Lastly, it emphasizes the central part the teacher plays in the language learning environment. This way, they are able to practice what they already know via exchanging with others. This book borrows from the Psychological aspect of behavioral learning whereby children learn from the environment and thus cutting a niche in being one of the best books for use by both teachers and college or University students learning or preparing to teach ESL. In conclusion, the books used are generally relevant based on their individual assistance to learners and teachers of ESL although they most of them are a decade old. The sites too provide the necessary information for those teachers of ESL wishing to help kindergarten kids acquire ESL competence. Students of ESL in colleges and Universities will find these sites vital. References Starters in English language, (2005), available at http://www. aitech. ac. jp/~iteslj/ESL. html: retrieved on 12 Feb 2009. Strategies for learning English as a second language, (2007), available at theenglishweb. com, retrieved on 13 Feb 2009. English as a second language, (2008), available at http://cla. univ-fcomte. fr/english/index_s. htm: retrieved on 14 Feb 2009. ESL for Kindergarten kids, (2006), available at http://home. earthlink. net/~mediadesigns/Calendar. html, retrieved on 12 Feb 2009 ESL teaching strategies, (2007), available at http://iteslj. org/Articles/Lessard-Clouston-Strategy. html retrieved on 10 Feb 2009. Oxford, R. (1990): Language Learning Strategies. New York, Newbury House Mayer, R. (1988): Learning Strategies: An Overview, in Weinstein, C et. al (Eds. ) New York, Academic Press. Genishi, C. (1989) Observing the Second Language Learner: An Example of Teacher’s Learning New York, Prentice Hall Elly, W. B (1991): Acquiring Literacy in a Second Language, Baltimore. Collins Publishers Boyle, O. F & Suzanne, F. P. (1990): Literacy Scaffolds† Strategies for First and Second Language Readers and Writers. New York, McGraw Hill

Graduation Speech College Students - 913 Words

Growing up I had been told that college would be this amazing adventure that I would partake in and my one job was to make sure that I got in and did my homework. I came to a quick conclusion that college life is not as glamorous as I have heard from different people. When I realized that I was going to be a student, I had no idea that there were so many different components that went into it. Being a student in college is not as easy as it was in high school. As a college student there are more responsibilities. A student in college has to manage their time, in order to; do homework, manage an adult life, and go to class. As a high school student, the homework that was assigned was, for the most part, extremely easy and never took too long. In college the homework load has increased tremendously. The amount of time that a college student spends on homework is much higher than that of a high school student. In a science class, like biology, a student may have to read two chapters an d complete an entire lab within a two-day period. The assignments that the students have to complete are more challenging than those in high school because everything that needs to be done is not laid out. The students are responsible for the information that needs to be included. In a college English class a professor may ask his/her students to complete an essay. This request would come with a list of topics, a page requirement, font requirement, and the rest is up to the student.Show MoreRelatedGraduation Speech : College Students1272 Words   |  6 PagesCollege, whether community, private, public, or vocational, encourages a creativity and belief within students, offering the explanation that their futures increase ten-fold just by having a degree. It proves the ability to learn and connect concepts and to think critically and efficiently, skills highly useful in their careers and endeavors. 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Every enrolled college students will face the role transi tions process, which is from a student to an employee, during the graduation period. In other words, job hunting and starting a new career serve as part of the students’ life events. Due to this reason, college students’ shopping adaptationsRead MoreGraduation Speech : College Students1280 Words   |  6 PagesAccording to the 2015 National College Health Assessment, over 85% of college students have felt stressed or overwhelmed in the last year. As an undergraduate, I am fully aware of the pressure we, as students, feel. We are a machines, constantly trying to balance studying, our classes, working, having a social life, and preparing for our future. And we are still expected to get eight hours of sleep every night? I know first hand how this feels. I wake up early every morning, go to class, spend countlessRead MoreGraduation Speech : Becoming A College Student862 Words   |  4 Pagesmy college courses. 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The same high expectations and not being enough happened again when I made a 3.5 my first semester of college and my mom responded with that I should’ve made a 4.0. This conversationRead MoreGraduation Speech : Becoming A Successful College Student Essay936 Words   |  4 PagesChrystelle Pierre-Fils Ms. Milliner EES21QH.05 09/26/16 When an individual hears the word â€Å"college,† the first thing that comes to mind is, â€Å"stress†. In reality, college doesn’t always get a negative response when speaking to those who have finished college. College could influence an individual to go and it can also influence an individual to not go to college. As a highschooler, I do not know much about college. However, from interviewing others and doing some research, the sources gave me a synopsis

The Organizational Culture Of The Lincoln Electric Company

After analyzing the story of Lincoln Electric Company I’ve come to the Conclusion that their organizational culture they practicing is People-oriented culture. Because the company values fairness, supportiveness and they respect individual rights. There is a greater emphasis on expectation of treating people with respect and dignity. All the founders of the company had a great deal of continues influence on the positioning of the company today, form John C. Lincoln to James F. Lincoln. John C. Lincoln started it all and James F. Lincoln, who is the younger brother of John, took over the company to another level. One of James Lincoln s early actions as head of the firm was to ask the employees to elect representatives to a committee that would advise him on company operations. The Advisory Board has met with the chief executive officer twice monthly since that time. This was only the first of a series of innovative personnel policies that have, over the years, distinguished Lincoln Electric from its contemporaries. The Lincoln Electric Employees Association was formed in 1919 to provide health benefits and social activities. This organization continues today and has assumed several additional functions over the years. By 1923, a piecework pay system was in effect, employees got two-week paid vacations each year, and wages were adjusted for changes in the Consumer Price Index. Approximately 30 percent of Lincoln s stock was set aside for key employees in 1914 when JamesShow MoreRelatedOrganizational Culture Of The Lincoln Electric Company1107 Words   |  5 PagesThe Culture of a Company, or the Organizational Culture like it is mentioned in Principles of Management, has gotten a new dimension for me in terms of importance to assure the success of a company. This Organizational Culture is based on a series of values that are defined and established by the founder of a company for instance, which has a deep relation with his ethics and moral values. Therefore, the first factor to outline would be what the culture of a company shows, that can describe alreadyRead MoreOrganizational Culture Of The Lincoln Electric Company1439 Words   |  6 PagesIntroduction The Lincoln Electric Company is the world’s largest manufacturer of welding machines and electrons. Lincoln employs 2,400 workers in two U.S. factories near Cleveland, OH and approximately 600 in three factories located in other countries. (The Lincoln Electric Company p. 1.) 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Lincoln implemented a number of programs and initiatives withRead MoreThe Organizational Culture Of The Lincoln Electric Company1016 Words   |  5 PagesThe Organizational Culture of the Lincoln Electric Company The Lincoln Electric Company is one of the largest manufacturers of welding machines and electrodes in the world. With about 2,400 employees in the USA and near 600 workers in other countries. The Lincoln management plan is well known for accomplishing the highest worker productivity. His founder Mr. James F. Lincoln died in 1965, leaving a profitable and reliable company. As a president of the business, he invigorated a committee that wasRead MoreThe Impact Of Organizational Culture On The Lincoln Electric Company892 Words   |  4 PagesThrough my reading about LINCOLN ELECTRIC COMPANY I can see that organizational culture played an important important role in success of this company. All main elements that form Oranizational culture represented in THE LINCOLN ELECTRIC COMPANY, that what made this company prospered and thrived in its activity through the applying The P-O-L-C Framework effectively. I can discern the aspects of influence of oraganizational culture in manging this co mpany towards higher levels in output through theRead MoreOrganizational Culture And The Lincoln Electric Company1212 Words   |  5 PagesORGANISATIONAL CULTURE AND THE LINCOLN ELECTRIC COMPANY The success of a business is intimately tied to the success of its culture. To understand better how organisational culture is created and maintained we will examine one of America’s most successfully managed companies, the Lincoln Electric company. 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I will explore and attempt to identify culture aspects of Lincoln Electric from several issues such as; the continuing influence of founders of the company, the golden rule, the incentive management plan,the performance appraisal system, how people communicate in the organization, the merit pay plan, the bonus planRead MoreThe Legacy Of The Lincoln Electric Company Essay718 Words   |  3 PagesThe Lincoln Electric Company proves that the right mix of â€Å"organizational culture styles† can achieve profitable business growth over the long haul. The continuing influence, employee benefits/incentives, and management styles initiated by company founder John C. Lincoln and James F. Lincoln have built a profitable business for shareholders and employees alike. Let’s, look at Mr. Author Sharplins Harvard Case study and The Lincoln Electric Company webpage to further delineate the styles of organizationalRead MoreLincoln Electric Company s Impact On Corporate Culture905 Words   |  4 Pagesvalue†; as found within Lincoln Electrics’ Vision Statement (Lincoln Electric 1999-2016). The beliefs and values transferred from company founders and instilled into employees can have an overwhelming impact on corporate culture. By establishing a positive corporate culture one can influence exceptional company performance. This is clearly demonstrated by Lincoln Electric Company, from its early days until its present day. I will present how the Lincoln Electric Company has done just that! Before

Organizational Culture and Structure - 965 Words

ORGANIZATIONAL CULTURE STRUCTURE Outline Prepared By: Marnela Kathleen V. Pasamba, RN MSN I I. Organizational Culture A. Definitions 1. Gareth Morgan: set of beliefs, values and norms, together with symbols like dramatized events and personalities, that represents the unique character of the organization and provides the context for action in it and by it. 2. Edgar Schein: a pattern of shared basic assumptions that the group has learned as it solved its problems that has worked well enough to be considered as valid and is passed on to the new members as the correct way to perceive, think and feel in relation to these problems. B. Types of Organizational Culture According to Professor John Paul Kotter 1. â€Å"Tough guy† or†¦show more content†¦Disadvantages i. High operating and managing costs ii. Poor communication between divisions iii. Conflicts among divisions 3. Matrix a. Definition i. a complex form of organization used to control their activities results in matrix structure ii. simultaneously groups people into two ways – by the function of which they are member and by the product team on which they are currently working iii. have two bosses: functional boss and product boss b. Coordination Advantages i. Facilitates rapid product development ii. Maximizes cooperation and communication between members iii. Facilitates innovation and creativity iv. Facilitates face-to-face problem solving v. Provides a work setting in which managers can decide to solve non-programmed problems vi. Facilitates frequent product changes of membership in product teams c. Motivation Advantages i. Freedom and autonomy to take responsibility for their work activities d. Disadvantages i. Increase role conflict and role ambiguity ii. High levels of work stress iii. Limited opportunities for promotion III. The Relationship Between Organizational Structure and Culture A. Organizational structure is a mechanism through which effort and work is coordinated with supervision to produce the results that are hoped for from organizational culture. B. The structure seems to be the conduits or lines of authority, the system set into place through which individuals can come together to fulfill the expectations ofShow MoreRelatedOrganizational Structure and Culture661 Words   |  3 PagesOrganizational Structure and Culture Introduction In this week’s assignment we will be looking at organizational structure and organizational culture. We will first look at how organizational culture impacts organizational structure and vice versa. Then look at how organizational structure interacts and impacts the organization’s decision process. Organizational Cultures Impact on Organizational Structure The first part of this week’s assignment was to look at how organizational structure impactsRead MoreOrganizational Structure and Culture1163 Words   |  5 PagesOrganizational structure can be defined as the establishment of authority and responsibilities between different positions in the company. It can be either horizontal or vertical. Organization structure also facilitates transparency in the organization (Luthans, 1998). My organization is Saint Joseph’s Hospital, which is a leading magnet facility here in Atlanta Georgia. Saint Joseph s was the first hospital in the Southeast to perform open heart surgery, the first to develop a cardiac cath labRead MoreOrganizational Culture and Structure1134 Words   |  5 Pages Organizational Culture and Structure The structure of an organization determines the allocation of roles, regulations, and responsibilities, and therefore builds a basis for the culture in an organization. There is a constant relationship between organizational structure and organizational culture that provides a theme within an organization. Both can be difficult to clearly define and distinguish when analyzing an organization. Organization culture is a perspective into theRead MoreOrganizational Structure and Culture1802 Words   |  8 Pages Organizational Structure and Culture Marsha Ruckle Senior Practicum/492 May 13, 2013 Janice Cochran Organizational Structure and Culture Every facility has an authority structure within the organization that is the foundation for the oversight of delegating processes and expected outcomes. Without structure there is a potential for chaos to ensue, communication to be inhibited, thereby preventing goals from getting accomplished. Organizational structureRead MoreThe Organizational Structures And Culture2323 Words   |  10 Pages1.1Different organisational structures and culture Every business needs to organise its activities and a defined structure enables them do it well. For example, every area of the business knows what they are supposed to do and when to do it. In addition, they know who to report to with the aid of a good structure. On the other hand, organisational culture is something that is not tangible but can be observed in the way people do the things they do and in the way they treat one another and theirRead MoreThe Impact of Organizational Structure and Culture819 Words   |  3 PagesThe Impact of Organizational Structure and Culture Organizational structure has been set up to facilitate all goal achievements. It is a way to motivate their employees and get them to work together. It also helps its employees to follow the organizations goals, and work together as a team. In order to do this, they need to have an organized structure to be able to run the company smoothly. A main foundation of every organization is to post their mission statement and goals everywhere so that theirRead MoreOrganizational Structure and Culture Essay1111 Words   |  5 Pagesthe basics of understanding the very design, structure, and culture that are appropriate in fulfilling the goals of that organization. Experts say that organizational structure and culture should work in tandem - as a team within the organization. It is important for organizations to â€Å"understand the difference between the two aspects because they can have a major influence on the firm’s success or failure.† John (2013). Organizational culture comes from the founders of the organization andRead MoreBoeing: Organizational Culture and Structure1493 Words   |  6 PagesORGANIZATIONAL CULTURE AND STRUCTURE 2 Boeing: Organizational Culture and Structure Jory Authement MGMT312 Management Theory and Practices Professor Stephen Stewart April 22, 2014 Before we can begin a discussion on the cultural dynamics within the Boeing Company, it is imperative that we define and briefly elaborate about the foundational structures of the company, and its core values. Both of which has a direct impact in the development of its culture.. Being that Boeing has remote multinationalRead MoreOrganizational Culture, Structure Design2121 Words   |  9 PagesRunning head: ORGANIZATIONAL CULTURE, STRUCTURE DESIGN 1 Organizational Culture, Structure Design Satish kumar Gummalla University Canada West Instructor: Liz Wiebe Business Fundamentals MBA 549, Section B March 17, 2011 Satish Kumar Gummalla (1010863) Page 1 of 9 ORGANIZATIONAL CULTURE, STRUCTURE DESIGN Abstract Organizational structure defines the attitude, values and core competencies of an organization. The structure in a way forms the culture for that organization whichRead MoreOrganizational Culture : Organization Structure Essay2391 Words   |  10 Pagesbe in-line with the organizational objective. Defining and identifying an organization structure affects the organization in two big ways – it provides the foundation on which standard operating procedures and routines rest and it determines which individuals get to participate in which decision making process. For the ease of operations, the organization structure is further divided into: Tall organization structure – for large complex companies Flat organization structure – mid-size organisations

Case Study Business Ethics Free Essays

Comment on Piech’s neglect in not telling the board about Porsche buying Volkswagen shares. What is the significance of this event? During a Volkswagen supervisory meeting on April 19,2006, some of the board members asked for the reason on the dramatically changes on the price of Volkswagen shares. Unfortunately, there was no answer on this matter. We will write a custom essay sample on Case Study Business Ethics or any similar topic only for you Order Now Piech was the one who know about Porsche buying Volkswagen shares and purposely not informed to the board members of Volkswagen. The price of shares increased was due to Porsche keep buying the Volkswagen shares. Piech stated that he kept quiet on the increasing of the price of Volkswagen shares because he did not want the price of Volkswagen shares to increase much more higher. It is unethical behavior that done by Piech. Piech should inform the board members of Volkswagen as they can find a strategy to prevent the share price grows up abnormally. The board members have the right to be well informed on the reason of changes on the shares price. The significance of this event is the drastically increase in the price of Volkswagen shares. Porsche tends to buy the Volkswagen shares as much as possible in order to increase the price of Volkswagen shares. Porsche would like to increase the price of Volkswagen shares in order to direct the Volkswagen shareholders that Porsche want to takeover Volkswagen. It then makes sense to the public that Porsche want the share of Volkswagen. From here, Porsche shorted huge amounts of Volkswagen shares by borrowing from the existing owners. Then, Porsche started to sell it to earn the money and buy back the shares when the price dropped. It results Porsche earned a large amount of profit by short selling the shares. As Porsche acquired a large amount of Volkswagen shares, Porsche became the Volkswagen’s largest shareholder. The Economist. (2008). How Porsche fleeced hedge funds and roiled the world’s financial markets. Retrieved from http://www. economist. com/node/12523898. Bloomberg. (2012). Piech Crowns 20-Year VW Turnaround With Porsche Takeover. Retrieved from http://www. bloomberg. com/news/2012-07-05/piech-crowns-20-year-vw-turnaround-with-porsche-takeover-cars. html How to cite Case Study Business Ethics, Free Case study samples

Corporate Social Responsibility Analysis- MyAssignmenthelp.com

Question: Discuss about theCorporate Social Responsibility Analysis for Growth. Answer: Any business proposition has a lot of variables associated with it, there can be a number of factors that might restrict the growth of the business venture or be the catalyst to its smooth progress. Along with that we also have to consider that the business is dependent on people, the stakeholders that are associated with the business and the society on which the operations of the business will have a significant influence (Lindgreen and Swaen 2010). And an ethically sustainable business proposition, regardless of its magnitude, must address the effects that their operations might bring to the outer world. Corporate social responsibility is a term that depicts the initiatives taken by a corporation to fulfill the responsibility of the organization towards the environmental and social well being of the society (Schneider and Schmidpeter 2012). In this case, this business initiative or project is aiming to upgrade the computer system of an organization with the one of a class software SAP ERP, which will bring a drastic change in the business operation of the organization. Undoubtedly these change will bring a substantial impact on the mass of employees accessing the computers and in order to analyze the corporate social responsibility of the operation, all three dimensions of the CSR will have to be taken into consideration (Du, Bhattacharya and Sen 2010). The very first dimension is the institutional legitimacy which analysis which judges the relevance of the change in operation and evaluates the reception in the mass to the change. SAP ERP software is the system application program that can manage and operate the enterprise resources excellently (Gainer 2010). It will effectively reduce the workload of the employees and will help the staff and the management work in complete harmony. This system will basically centralize the operational processes with the help of internet, with al the credible information about the business processes it will be beneficial for all the stakeholders associated (Annamalai and Ramayah 2011). Considering the public responsibility of the this venture, a centralized information system will be a boon for the employees and the management, with all business proess data accessible to the entire staff to sue and input will eliminate the stress of manual data processing and entry (Seitz 2010). Along with that this system will significantly decrease the cost of manual information and applicative system in the organization hence, it will be extremely beneficial for both the employees and the management (Dickersbach and Keller 2010). The next concern with a CSR analysis is the analysis of the ethical legitimacy of this operation, and as the management and the employees will be fully aware of the of the centralized system and they have consented to it, the project is completely ethical. In this project the right questions have been asked like the manpower of the company, the existing condition of the computerized system, the technological strength of the company and the right sectors has been encountered to gauge these information that will help the progress of this business project (Hufgard and Gerhardt 2011). Now any business project is associated with a proportion of risks, similarly this project has encountered a number of road bumps as well. For instance the computer system in the organization was not compatible to the SAP ERP software, however this risk was overcome by installation of solution manager and ECC 6.0 being installed by software experts (Magal and Word 2011). Next risk of high risk matrix score that presented itself was the lack of knowledge and training in the staff about SAP and how this system is used. However with proper training and skill enforcing programs those risk was successfully managed as well. Lastly the time zone difference was another potential risk which was addressed by recruiting staff that are flexible with shift timing and encouraging them rewards system but this strategy will take a little more time to take effect (Dickersbach and Keller 2010). Overall it can be said that this project had been well thought out and planned to ensure that it succeeds. This innovation will bring a revolution in the operations of the company and will positively benefit the staff and the customers that avail the service from the business corporation along with management of the company. Hence it can be concluded that the business project has successfully adhered to its corporate social responsibility and has implemented it in all aspects References: Annamalai, C. and Ramayah, T., 2011. Enterprise resource planning (ERP) benefits survey of Indian manufacturing firms: An empirical analysis of SAP versus Oracle package.Business Process Management Journal,17(3), pp.495-509. Barnea, A. and Rubin, A., 2010. Corporate social responsibility as a conflict between shareholders.Journal of business ethics,97(1), pp.71-86. Dickersbach, J.T. and Keller, G., 2010.Production planning and control with SAP ERP. SAP PRESS. Du, S., Bhattacharya, C.B. and Sen, S., 2010. Maximizing business returns to corporate social responsibility (CSR): The role of CSR communication.International Journal of Management Reviews,12(1), pp.8-19. Gainer, B., 2010. Corporate social responsibility. InThird Sector Research(pp. 187-200). Springer New York. Hufgard, A. and Gerhardt, E., 2011, September. Consolidating business processes as exemplified in SAP ERP systems. InInternational Conference on Subject-Oriented Business Process Management(pp. 155-171). Springer Berlin Heidelberg. Lindgreen, A. and Swaen, V., 2010. Corporate social responsibility.International Journal of Management Reviews,12(1), pp.1-7. Magal, S.R. and Word, J., 2011.Integrated business processes with ERP systems. Wiley Publishing. Schneider, A. and Schmidpeter, R., 2012. Corporate social responsibility.Verantwortliche Unternehmensfhrung in der Praxis, Berlin ua. Carroll, A.B. and Shabana, K.M., 2010. The business case for corporate social responsibility: A review of concepts, research and practice.International journal of management reviews,12(1), pp.85-105. Seitz, T., 2010. SAP ERP in the Cloud.An Oracle White Paper.