personal development plan
Personal Development and Learning Plan MUGE GUNGOR ID No: 12416119 Autumn Term - 2008 TABLE OF CONTENTS .0 Introduction.................................................................................................................... 3 .1 Executive Summary/Key Findings ............................................................................... 4 .2 Learning Development Plan........................................................................................... 5 .3 Learning Style Analysis...................................................................................................6 2.0 Conclusion..................................................................................................................... 10 2.1 Personal Development Plan........................................................................................... 11 2.2 References..................................................................................................................... 13 .0 Introduction This paper seeks to prepare my learning styles in my field to become an effective manager in an organisation. Using learning techniques learned in this course give me strong analytical skills and ingenuity to provide logical solutions and getting feedback how others see me. Applying critical analysis
Assess the view that bureaucracy is the most efficient form of organization.
Assess the view that bureaucracy is the most efficient form of organization. Bureaucracy corresponds to the legal-rational type of authority, whose idea was presented by the German sociologist and philosopher Max Weber. It is a form of organizational structure that is characterized by specialization of labour, a specific authority hierarchy, a formal set of rules, and rigid promotion and selection criteria (Buchanan et al,2001). According to Max Weber characteristics of an ideal bureaucracy are Job specialization, Rules and Regulations, Authority hierarchy, Employment and career, Recording, and impersonality. Specialisation enables each employee to learn more about his or her specialised trade, and therefore enables them to produce more, better and cheaper. The way to increase productivity is to specialise functions into determined roles, and within those roles to specialise tasks. Obviously, in a workshop with about 20 employees, that should not be too hard. But the moment the size of the production unit increases, so does the need to find some organisational system which can cope with the diversity and number of people involved. In essence, that is precisely what Weberian bureaucracy does. Weber suggested specialization of labour to vast manufacturing units at the time of industrial revolution in America, who at that time were facing problems of high costs and low
Organizational Behaviour
ABSTRACT The subject of this report is a leading Australian retail company which has undergone significant changes in the recent years. The purpose of this research is to analyse the process of change, the strategies used and their effectiveness. The organization will be referred to as Company X throughout this paper. The data was collected via informal interviews with two members of the organization, referred to as Member A and Member B. The results of this study show that the process of change can be completed successfully when appropriate strategies are used and, when the management uses relevant work practices in order to manage the required change. INTRODUCTION It has been often said that the only thing that is constant is change. In fact, the ancestry of this accepted wisdom about change is documented early on in history. The Roman poet Ovid (43 B.C. - A.D. 17) wrote: "... There is nothing in the whole world which is permanent. Everything flows onward; all things are brought into being with a changing nature; the ages themselves glide by in constant movement."(Gaiam Inc, 2008) Yet prior, the Greek philosopher Heraclitus wrote that "...change alone is unchanging..." and "...nothing endures but change." (Quotation Page, 2007). Common sense explains that if change is such an ancient constant individuals should be used to it by now. They should know how to cope with
Organizational behaviour.
ORGANIZATIONAL BEHAVIOR COMMUNICATION According to Chapter's 10 Case incident - James W. Caruso has communication problems - we are going to analyze in depth the areas of communication like: * Why managers accused of being "poor communicators". * The relationship between reinforcement theory and communication. * Methods to improve communication skills * How to learn to be a better communicator. Introduction: Communication is the transfer of information and may be defined as an exchange of facts, ideas, opinions, or emotions by two or more persons. Actually is the transmission of information from a sender to a receiver, and the feedback given by the receiver to the sender, indicating understanding (or lack of it), confirmation and so on. It is therefore a cyclical process. Research indicates that poor communication is probably the most frequently cited source of interpersonal conflict. Individuals spend nearly 70 percent of their working hours for communicating. This is done through talking, reading, writing and listening etc. According to Lasswell, [1948, p.50], communication is "Who says what, in which channel, to whom with what effect". Every type of action that a manager takes with his/hers employees, involves communication in some way. There are many different forms of internal communication that managers can encompass within the workplace, such as
Operational Motivation Plan
Operational Motivation Plan Stephen F. Delahunty University of Phoenix, Organizational Behavior 502 Dr. Lois D. Wiley Anderson, Ph.D. February 26, 2002 Operational Motivation Plan An operational motivation plan will provide a structured driving force for employees to accomplish agreed-upon goals aligned with corporate objectives as set by senior management. The technique proposed is management by objective (MBO), a proven motivational method for employment in a business organization. The incentive element of the MBO program will be to utilize bonus payments to employees that accomplish goals. Roles and Functions Senior management of the firm must be committed to the operational motivation plan in order to support success. Robbins (2001) shows one reason that plans such as MBO fail is "lack of top-management commitment" (p. 191). If the MBO program is implemented and not supported wholeheartedly the impact to the firm could be extremely negative from the employee perspective. Managers within the firm must commit to the first-line management of the MBO program. The execution of the program rests firmly with manager/employee goal setting, tracking, and feedback. The manager is the critical component to establish and supervise the program. Training for managers may be necessary to implement MBO. The human resources department will be responsible for the overall
Corporate Governance
2. 'When they were put to the test, corporate governance routines did not serve their purpose to safeguard against excessive risk taking.... the risk management systems have failed in many cases due to corporate governance procedures rather than inadequacy of [complex financial] computer models alone." With reference to the one of the theoretical models of the corporation you have studied consider: a) What, if any, are the legal obligations of directors of Australian companies generally to safeguard their company against excessive risk taking? The primary responsibility of the board of directors is to protect the shareholders' assets and ensure they receive a reasonable return on their investment at a given risk appetite. This is however, rarely the case. Directors are most likely to engage in excessive risk taking1 (Adler) to further their own personal interest and incentives at the expense of the company and its' stakeholders. Contractarian theory revolves around the notion that the corporation is deconstructed to reveal no more than a "nexus of contracting relationships" between managers, shareholders and other stakeholders.2 Its core innovation was to conceptualise the relationship between management and shareholders of a public company as a corporate contract in which wealth would be maximised as a result of atomistic market-mediated actions.3 The primary criteria
Employment Law
Employment Law - The Flexible Firm Word Count: 1700 Abstract: Delico Ltd. manufactures sweets and chocolates and employs 150 staff. In the past, it has maintained a policy of employing all staff on a full time basis. However, as chocolates and sweets can be a highly seasonal business, this has meant that the company is overstaffed at quieter times and understaffed at busy holiday seasons such as Christmas, Easter, and Valentine's Day. The Manufacturing Manager, Roger Jones, has been tasked with eliminating unnecessary costs, and becoming more competitive. This report will focus on recommendations for strategies that Delico Ltd. can apply. This report will advise the Manufacturing Manager, Roger Jones, on what UK legislation applies to Delico, what those laws say, and how Delico can comply with the legally with the relevant legislation. Employment Law - The Flexible Firm Introduction This report will advise Mr. Roger Jones of the legal issues surrounding the proposed changes at Delico, specifically concentrating on compliance with current UK employment law & statute. This report will deal with each of the following issues facing Delico in turn:- - Having a core of 100 full time employees. - Introducing a "twilight" shift of 10 workers, working 6-10pm Monday to Thursday, this will increase machine usage. - Having a team of "flexi" staff who only work when they are
"Time management".
Critical Review Time management has been in existence for more than 100 years. Unfortunately the term "Time management" creates a false impression of what a person is able to do. Time can't be managed, time is uncontrollable, and we can only manage ourselves and our use of time. (http://www.tsuccess.dircon.co.uk/timemanagement.htm) To enable me to find out how I can make better use of my time I completed a log of everything I did for one week. I included everything from eating to, working and even sleeping. I found this very interesting to do and found some things quite surprising, such as I find myself traveling 13hours a week some weeks I think could be more. From keeping this log it gave me the opportunity to organize my time a bit better. As stated on www.mindtools.com "Time Management skills are essential for successful people". Before starting my Log for the week I planned my week ahead. This plan was completely different to what I actually did throughout the week. I found that I was suited better if I planned my time each day and set myself a goals or a set of goals to achieve by the end of the day. Stated on www.mindtools.com "The process of setting goals and targets allows you to choose where you want to go in life." Setting myself small goals helped me to complete assignments and get them in by there deadlines and manage my time effectively. When analyzing my
Theories of motivation.
Motivation is one of the elements which can result in different behaviours, so as Robbins (1991) mentioned that motivation [i]s the willingness to exert high levels of effort toward organizational goals, conditioned by the effort's ability to satisfy some individual need. Therefore, the power of motivation can not be ignored in work environment. The proper usage of motivation theory can improve the productivity. Theories of motivation can be divided into two types: content theories and process theories. They are focus on the same needs of individuals and the different needs of individuals respectively. Expectancy theory is the one of process theories. In this article, we would like to discuss the practical usefulness of expectancy theory. In 1968, American psychologist Edward C. Tolman created expectancy theory firstly, and then Victor H. Vroom formulated the expectancy theory of work motivation, based on three concepts: valence, instrumentality and expectancy. (Huczynski & Buchanan, 2001). Vroom gave out the formula: M= ?(E × V× I). It explains that realizing one's expectancy can motivate people. In this formulation, 'V' refers to the valence, it means the value of outcome or the importance of rewards. Valence reflects that what is the employee really wants to get via the work performance and in what kind of degree the employee wants to get it. Usually, valence can be
Work based project
I declare that this work based project was completed on my own. Signed ........................................ Date.................. Word count - 3645 TRAINING FOR NEW AND EXISTING STAFF Introduction The Organisation that I work for is called La Senza. La Senza is a Luxury Lingerie store that provides women of all ages a unique shopping experience. La Senza employs over 300 members of staff and has over 70 stores across the UK.The Company has now expanded and has franchises across Europe and Ireland. La Senza entered the UK market in 1996 started up by Theo Pathitis (Dragons Den). Since the business was set up the business has won awards and has been a successful business. Theo Pathitis sold the business in 2006 to Lion Capital, a private equity company and still has shares in the business. The branch that I work for is based in Wimbledon and we provide a service for women which includes bra fittings, finding the right bra and providing excellent customer service. Aims and Objectives To help me to provide a focus for my assignment I have set out the following aims and objectives: Aims - To review and research training for new and current staff at La Senza Objectives: * To review current training given within the business * To identify the organisations training needs and requirements of staff * To research methods of training that may benefit the company