Family business- wooden toys manufactory
Stakeholders are seen as key players in an organisations ability to remain competitive.Your task is to;Analyse the importance of Stakeholders with regards to designing sustainable organisations for the future.
1. Discuss the needs that are important to you that can be satisfied through your work. Are those needs currently being met? What changes could your be made by your organization to better meet your needs? Make sure you relate your perspective on your needs to the needs theories discussed this module: Maslow’s Hierarchy of Needs; McClelland’s Acquired Needs Theory; Deci and Ryan’s Self-Determination Theory; The Three Innate Needs; and, Herzberg’s Two-Factor Theory.
2. Watch: The Puzzle of Motivation (18:00). As Dan Pink points out most organizations get motivation wrong for the types of jobs that are common for college degree employees. As a manager what would you do to try and motivate your staff to achieve organizational goals?
Find peer reviewed articles, pick out ones that use experimental data AND survey data on that one topic you chose. You can look up what experimental design is from our “Research Design” lecture. Survey data is also very commonly used in articles. Human resources article are most preferable.
Choose two articles form the ones you find, one having an experimental research design, and the other survey research design. Read both, and extract information on how they represent the subject, such as absenteeism, or what ever is your topic.
You are expected to write no longer than brief two paragraphs on each study. In addition, explain if you noticed differences between experimental and survey article.
• Principle methods:- Quite a lot of repetition in this section. This section asks about the methods sources of data and evidence and number and type of recruited participants. This should be the focus of this section, rather than outline the topics that will be covered. (PAGE 1)
• More information needed on the type of data that will be collected from the projects, while secondary data generally raising less ethical issues, but if it isn’t publicly available, some information will be needed on how it will be accessed. With the searching the data, information is needed on the data base and gaining access. (PAGE 1+2)
• This section is over the maximum word count, attention is needed only on what is asked for. (PAGE 1+2)
• Could provide information why there are 100 participants, later in the section, it sounds like you are selecting 100 people out of a larger population. (PAGE 2+6)
• Section iii) information needed on the instruments used, rather than repeating what has already been stated. (PAGE 2)
• Section 6: The research ethics committee is not part of the supervisory team, the committee is not part of the process, we approve what you outline as the process. (PAGE 3)
• Outline what it meant by the publishing of the data, is this the thesis or academic articles, this is normally a number of years after the completion of data collection, to allow for the thesis writing and any further publications. (PAGE 3+7)
• There is normally a timeframe given for removing data from the study, such as 2 weeks after the interviews are completed. (PAGE 4)
• Section 7: Focus groups were not mentioned within the data collection part of the form. Some clarity of why the identities need to be disclosed, and how this information will be collected, stored, used and disposed of. (PAGE 4)
• Section 8: There are some conditional questions, that given you answered no to the first, you didn’t have to answer. (PAGE 5)
• Consent form: Good to put in a timeframe for withdraw, as mentioned earlier, the right to withdraw is given twice. (PAGE 7)
• What will happen with the “disguised extracts from my participation”? (PAGE 7)
• Maybe good to include how long the data will be held for, to illustrate that they are informed of how long the data will be held by the research team. (PAGE 7)
Complete an External Factor Evaluation (EFE) and Competitive Profile Matrix (CPM) for HCA Healthcare (including analysis and conclusions) following:
– EFE and CPM with strategic implications
– Analysis of competitive position, opportunities, and threats
Metaphors provide ways of viewing organisations. Critically examine organisations using two out of the following three metaphors- machines, organisms and political systems – and explain with organisational examples the strengths and weaknesses of organisations that each metaphor highlights
The content of this course is detailed, necessary, and sometimes a bit confusing. As we wrap up the 6 weeks, with the final assignment being a collaboration of job analysis, job design, and performance evaluation, we must accept the fact that not everything fits into a nice, neat package.
Due to time management or perhaps lack of resources, there are times that you may have to make a decision about the path you will take to accomplish a task. Our last discussion looks at the options and helps with the decision-making process for reshaping the task. The purpose of this discussion is a reminder that the role of the HRM manager must be fluid and adaptable to the task at hand.
Prior to beginning work on this discussion forum,
Review the Week 6 – Weekly Lecture.
Read Chapter 10 in the textbook Job and Work Analysis.
Consider reviewing the textbooks for this course.
Review each process: job analysis, job design, and performance evaluation.
In your initial discussion forum post, address the following:
What processes are a must-do or must-have and which can be eliminated? Explain your reasoning.
Will there be problems if you do not do something within a process?
Is it possible to not do something now and perhaps readdress it later without repercussions?
Are there any legal ramifications for not addressing something in each process?
First, you will need to review the employee engagement survey assessment that you completed in Module Two by implementing the grow, reality, obstacles, and way forward (GROW) model. Based on the findings, you will visualize and discuss what you plan to include in your adaptive leadership toolkit.
Think from the aspect of the tools found in a toolbox in many homes, such as a hammer, wrenches, pliers, saws, and screwdrivers. A single tool does not work in all situations. If you use a wrench to drive a nail instead of using a hammer, it might work. But it won’t work as well as a hammer.
Now consider things from the perspective of leadership skills and behaviors. For adaptive leadership to be effective, it is imperative that leaders use different tools in different situations. Equally important is developing a metric, a means by which the desired behavior can be periodically assessed. The measure you set determines the behavior you get, so effective leaders first determine the desired behavior, and then develop a metric to periodically assess progress.
In Module Three, you will post your initial response, while in Module Four, you will assess other learners’ posts and provide them with your input. This allows you additional time to make your initial post strong, robust, and well supported. For your initial post, you should consider the following questions:
What leadership behaviors are needed to improve the work environment, determined via your assessment of the employee engagement survey?
What leadership skills would you recommend including in your organizational leader’s toolkit to develop the identified leadership behaviors?
How will improvements in the recommended leadership skills and behaviors improve organizational performance?
Describe how to promote diversity in teams, provide examples, use the lessons and videos to help you write your response.
Describe how the SPI and CPI can be used to forecast the final cost of a project.
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