A role for Appreciative Inquiry methods for staff management in the UK National Health Service.

A role for Appreciative Inquiry methods for staff management in the UK National Health Service. The staff of Mountbatten Ward, King's College Hospital NHS Trust & Alastair Baker. Introduction One major obstruction to NHS modernisation is the poor connection between strategic and operational levels (1). They function according to different agendas, using different languages representing different mental models, in effect experiencing different realities, resistant to imputed hierarchical authority from each other. One mental model they have in common, however, is a deficit-based approach or 'problem solving', a legacy of the rationalist traditions of management and medicine. They both look for what is bad and try to fix it, usually with the application of resources. However, problem solving is unsuited to situations of complexity with uncertain cause and effect, and is inherently critical of the present in order to find the problems to solve toward a better future. Managerial problem solving struggles to influence professionals especially within clinical microsystems (the individuals including patients, their relationships and interpersonal interactions that co-create patient care) or to shift the operational focus from task-finish, itself a form of problem solving. When it is used to manage behaviour the problem tends to be identified with individual(s) risking

  • Word count: 5448
  • Level: University Degree
  • Subject: Business and Administrative studies
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Why people come together?

Teams: Why People Come Together From the very beginning there was nobody in the whole world EXISTING in all the aspects of this word, alone. There were Adam (you remember his lonely life at the Beginning) AND Eve, there were tribes in prehistoric times, there are clans, families, teams and organizations now. The values of each organization in our society are people: they are leading power and driving force. The question "Why people always come together?" normally appears while discussing the purpose of the team. And firstly we have to define both terms: "group" and "team". "A working group is a collection of individuals who work mainly on their own but interact socially and share information and best practices." (Boddy, 2008, p.564). A team is 'a small number of people with complementary skills who are committed to a common purpose, performance goals, and approach for which they hold themselves mutually accountable' (Boddy, 2008, p.696). Nobody on the Earth is unimprovable and identical to another person; each one of us has come to this world with his or her unique qualities, aims and values and plays a special role within the organization and a team. Creation and development of the teams is natural and inevitable, because: * People spontaneously form teams for protection of the interests (it can be trade unions, political parties) * People can satisfy many needs

  • Word count: 1834
  • Level: University Degree
  • Subject: Business and Administrative studies
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Human Resource Management - Recruitment and selection.

CONTENTS PAGE TASK 1 . A REPORT DISTINGUISHING BETWEEN TRADITIONAL PERSONNEL MANAGEMENT AND THE NEW APPROACH TO HUMAN RESOURCE MANAGEMENT, OUTLINING THEIR HISTORICAL DEVELOPMENT. 2. THE HUMAN RESOURCE DEPARTMENT IN TD TRAVEL GROUP. ITS ROLE AND PURPOSE IN THE ORGANISATION. TASK 2 . AN ANALYSIS OF THE OBJECTIVES AND THE PROCESS OF HUMAN RESOURCE PLANNING. .1 Human resource planning (HRP) .2 Why human resource planning is necessary .3 The process of HRP .3.1 Forecasting demand .3.2 Forecasting supply .3.3 Closing the gap between demand and supply 2. AN EVALUATION OF THE SYSTEMATIC APPROACH TO RECRUITMENT FOR NIS EUROPE. 2.1 The current approach to recruitment within NIS Europe 2.2 The evaluation of the systematic approach for NIS Europe 3. AN INVESTIGATION OF THE SELECTION PROCEDURES USED FOR NIS EUROPE AND TD TRAVEL GROUP. 3.1 Summary 3. BIBLIOGRAPHY 4. APPENDICIES TASK 1 . A REPORT DISTINGUISHING BETWEEN TRADITIONAL PERSONNEL MANAGEMENT AND THE NEW APPROACH TO HUMAN RESOURCE MANAGEMENT, OUTLINING THEIR HISTORICAL DEVELOPMENT. Personnel Management is that part of management concerned with people at work and their relationships within an enterprise. The personnel function has traditionally been regarded as a primarily administrative, reactive, problem-handling function, concerned with hiring and firing, employee welfare and industrial relations.

  • Word count: 8855
  • Level: University Degree
  • Subject: Business and Administrative studies
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Why is organization culture and organizational politics important to information and knowledge management?

Why is organization culture and organizational politics important to information and knowledge management? Organizations are essentially the products of the ways that the people that comprise them think and interact. Every organization is made up of both the official hierarchy as shown in the organizational charts and unseen associations between people in the networks and communities. People bring with them an unavoidable culture and politics. Politics is present in organizations as the relationships which allow particular people to have power over others. They say knowledge is power. In some organizational cultures it certainly is. Consider how much Bill Gates or Richard Branson's Business Skills would be worth, could you even put a figure on it? Overcoming professionals' natural reluctance to share their most precious asset, knowledge, presents some common and difficult challenges. The true engine of today's organizations is the brainpower of employees. An organizational culture is the way an organization views the world, based on the experiences of its previous successes and failures. Culture is the way we do things around here, a set of tacit assumptions that have developed over time. It is a form of unspoken knowledge, the seldom discussed assumptions that are behind the actions we take. Once a culture is acquired it is inherently stable. To improve the way an

  • Word count: 2013
  • Level: University Degree
  • Subject: Business and Administrative studies
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Researching a job role and recruitment

Task 1: . Describe clearly which different skills you look for when you recruit new staff. I've started a company for a couple of months now so I don't have a lot of money to put advertisements in the newspapers. My company sells safety clothes, shoes, glasses, suites etc. Of course I have an own website of my company so that customers can see what for company I have and I can put advertisements on my website than. And if people are interested to work at my company than they can give me their curriculum vitae and an application letter. I can buy posters and put it in different places so all people can see the advertising. The costs of the posters aren't very much, the costs are € 350, 00 for 1000 posters so that isn't very expensive and a company can afford that (information from www.druksnel.nl). I have a company that is specialized in protect clothing, so I need people who must work in the warehouse and somebody who can lead the warehouse. So first I want somebody who have worked in a warehouse and knows everything of it. I put that in the advertisement to and than people will come who have work experience in a company. If I have somebody who can lead the warehouse he becomes the leader of the warehouse than so he can employ a couple more people. The other persons who wants to work in my company must like to work in a company so they don't have to work in my

  • Word count: 10275
  • Level: University Degree
  • Subject: Business and Administrative studies
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Znacilnosti managerjev in kreativnost

UNIVERZA V MARIBORU EKONOMSKO-POSLOVNA FAKULTETA MARIBOR SEMINARKA NALOGA Pri predmetu: UPRAVLJANJE CLOVEŠKIH VIROV ZNACILNOSTI MANAGERJEV IN KREATIVNOST Študent Daniel Soldat Maribor, november, 2005 KAZALO UVOD 3 .1 OPREDELITEV PODROCJA IN OPIS PROBLEMA 3 .2 NAMEN, CILJI IN OSNOVNE TRDITVE 3 .3 PREDPOSTAVKE IN OMEJITVE RAZISKAVE 3 .4 UPORABLJENE RAZISKOVALNE METODE 4 2 MANAGER: NEKOC, DANES, JUTRI 5 3 MANAGEMENT, MANAGERJI IN VODENJE 6 3.1 USPEŠEN MANAGER 7 3.2 MANAGER ALI VODJA 9 4 OSEBNOST VODJE 11 4.1 TEMELJNE ZMOŽNOSTI ZA VODENJE 11 4.2 SPOSOBNOSTI, SPRETNOSTI MANAGERJA 12 4.2.1 Tehnicne sposobnosti 12 4.2.2 Medosebne sposobnost, spretnosti 12 4.2.3 Konceptualne sposobnosti 13 4.2.4 Komunikacijske spretnosti, sposobnosti 13 4.3 MOTIVACIJA ZA VODENJE 14 4.4 MOC, VPLIV IN ODGOVORNOST VODJE 15 5 VODJA IN OKOLIŠCINE 18 5.1 INTEGRITETA 19 5.2 VIZIONARSTVO 19 5.3 KARIZMA - POSEBNA SPOSOBNOST MANAGERJEV 20 5.4 KOMPETENCA 20 6 USTVARJALEN MANAGER 22 6.1 KDO JE USTVARJALNI MANAGER 22 6.2 USTVARJALNI MANAGER SKOZI CAS 22 6.3 USTVARJALNI MANAGER DANES 22 6.4 MANAGER BODOCNOSTI 23 SKLEP 24 LITERATURA 25 SEZNAM SLIK 26 UVOD .1 Opredelitev podrocja in opis problema Sodobni trg je medij za novosti. Visoka kakovost izdelkov,

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  • Level: University Degree
  • Subject: Business and Administrative studies
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Roles of HRM

Introduction Organizations aim to achieve effectiveness and competitive advantage. Processes are done through people within an organization to achieve its goals and objectives. Human Resource Management (HRM) play an important role in creating value for an organization by engaging in activities that produces needed employee behaviors to achieve its organization's strategic goals and objectives. As describe by Stewart and Brown (2009, p.18), "Human resource (HR) roles involve people and processes" in which HR specialist contributes in these roles with short-term and long-term activities. This model identifies four HR roles of functional expert, employee advocate, strategic partner and human capital developer (Stewart & Brown, 2009, p.19). This essay attempts to explain the significant role of HRM in an organization. In doing so, it will use examples of work life experiences to explain how these short-term and long-term activities contribute to an organization. Short-term Activities Functional Expert (Process) This role involves HR providing technical expertise for infrastructure in designing jobs, recruiting and hiring, training and compensation and benefits (Stewart and Brown, 2009. p.19). Probably, this HR process has the most common functions that we experience in the workforce. Candidates on a job search will look at employment advertisements, job descriptions and

  • Word count: 1036
  • Level: University Degree
  • Subject: Business and Administrative studies
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Consider the role of HR specialist in developing and implementing diversity policies.

HRM Managing Diversity. Consider the role of HR specialist in developing and implementing diversity policies. Diversity: Before discussing Managing Diversity and HR, we need to define that what dose diversity means? When we usually think about diversity we tend to think about ethnicity and race, and then gender; however, diversity is much broader than that. Diversity is otherness or those human qualities that are different from our own and outside the groups to which we belong, yet present in other individuals and groups. According to Loden and Rosener (2001) "diversity has many dimensions which include, but are not limited to: age, ethnicity, ancestry, gender, physical abilities, race, sexual orientation, educational background, geographic location, income, marital status, religious beliefs, parental status, and work experience." (loden and Rosner .Diversity HRweb) Galagan (1991) also points out that "Diversity refers to much more than skin colour and gender. It can encompass age, race, religious affiliation, economic class, militarily experience and sexual orientation." CIPD report,Diversity: Stacking up the evidence (Anderson and Metcalf 2003) , put all these different types of diversities into three basic groups which are . Social category diversity such as age, sex and race, 2. Informational diversity such as knowledge, education, experience, tenure and

  • Word count: 4085
  • Level: University Degree
  • Subject: Business and Administrative studies
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Motivation Theories

To what extent can theories of motivation help managers manage employees in a modern knowledge-based organisation? Justify your answer. INTRODUCTION This essay first of all looks into what is motivation? Various theories of motivation, the basic premise for such theories and the challenges faced. It then establishes the relationship between how these theories are helpful for the managers to manage the employees in the knowledge based organisation. MOTIVATION What is motivation? The term "Motivation" is derived from the Latin word movere, meaning 'to move' (Kreitner R., Kinicki A. & Buelens M., 2002, p: 176) which means as facts, need, emotion, and organic state which encourages a man to do an action. From early on, the concept of motivation has been utilized to explain types of behaviour, for example, basic biological needs or drives connected to survival and breeding (e.g. hunger, thirst and sex) and extrinsic rewards or punishments. Both the types of explanations suggest that behaviour is motivated by the need or desire to achieve particular outcomes (e.g. promotion, recognition and avoidance of punishment).1 Motives are the prime cause of human activities. They alone incite, express and sustain effort. Motives are expressions of a person's needs and hence, they are personal and internal. Motivation is an individual's attempt and persistence at an action. That is the

  • Word count: 4866
  • Level: University Degree
  • Subject: Business and Administrative studies
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Aging workforce

AGING WORKFORCE Introduction In the United States, as well as other parts of the world, the age of our workforce is changing dramatically. Due to changing economic factors, many at retirement age are continuing to work. For this reason, and because of a steady decline in birth rates, the age of the average worker is increasing. This aging workforce is filling shortages in the labor market that were traditionally filled by younger workers. Employers now have a need to use adaptive measures that can help accommodate this aging workforce. Legal Action Affects Employment In 1967 Congress passed the Age Discrimination in Employment Act to address findings that affected older workers. Their declarations were: "(1) in the face of rising productivity and affluence, older workers find themselves disadvantaged in their efforts to retain employment, and especially to regain employment when displaced from jobs; (2) the setting of arbitrary age limits regardless of potential for job performance has become a common practice, and certain otherwise desirable practices may work to the disadvantage of older persons; 3) the incidence of unemployment, especially longterm unemployment with resultant deterioration of skill, morale, and employer acceptability is, relative to the younger ages, high among older workers; their numbers are great and growing; and their employment problems

  • Word count: 3599
  • Level: University Degree
  • Subject: Business and Administrative studies
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