An Exploration Of Managing People In An Organisational Setting

  • Managing People in Organisations

    additional staff was also brought in. In addition to these changes, the Corporate Communications department has, in the last month, undergone a large restructuring, which has changed the dynamics and direction of the department as a whole. Managing the Conflict In relation to the Media Relations team, management needs to define structure and roles. The team is running on an ad-hoc basis, which is sufficient but not ideal. The team could be much more efficient and productive, but official

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  • Managing People

    asset in any business is its people –businesses need to know how to best manage, motivate, retain and get the very best from their staff in these turbulent times. Without people, a company ceases to exist completely, but without the ‘right’ people in the right positions, a company can cease to function properly as staff performance is critical to the on-going success of any business. While poor employee performance can have a significant impact on a business, poor people management can cost the business

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  • Managing People

    AMBA 620: Managing People and Groups in the Global Workplace Week 3 Individual Paper January 24, 2009 Abstract This paper will focus on how job satisfaction, job stress, and motivation can impact performance and commitment in the workplace. I will outline my specific experience as a young professional in Washington, DC. After I finished my undergraduate studies and while in my first graduate program, I had the fortunate opportunity of working with a public health accreditation agency

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  • Managing People & Organisation

    Managing People and Organisations 1. With references to the case study, summarise the relationship between goals, objectives and policy and advice the management of Scotia Airways of the contribution each will make to effective managerial performance. Goals determine the nature of inputs (the employees, management efforts) and outputs (quality of service). Goals also determine the interaction it has with its external environment. It is a future expectation. Goals are generically for

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  • Managing Organisational Change

    Leicester Business School De Montfort University Full-time MBA and MSc International Business (HRM) 2012/2013 Module: Managing Organisational Change (HRMG5027) Tutors’ names: Dr Deborah Price & Dr Jenna Ward Student Name: Yu Kang Student Number: P10506959 Word counts: 3438 Submitted Date: 17/05/2013 Introduction Everything in this world is moving and changing including organization. Organizational change occurs as a reaction to an ever-changing environment, a response

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  • Managing People in Organizations

    Master of Business Administration International Programme Managing People in Organizations ASSIGNMENT OCTOBER 2010 – SEPTEMBER 2011 Prepared by Karim Saied Ibrahim Mahmoud El Sisi Submitted on 22 of August 2011* Introduction The success of any organization is depending on a lot of factors, but the most important factor is the management. Management is like the maestro of the musical band. Can you imagine band without maestro, like company without management. So in recent decades, all

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  • Managing People at Work

    Managing People at work- Assessment 1 In order to discuss this article properly it is first important to outline the differences between hard and soft HRM practice. As defined in the article by Jenkins & Delbridge (2013) Hard HRM is solely focused on gaining competitive advantage through methods such as increasing efforts in strong methods in order to solely increase organisational productivity and as a result, improve performance. In contrast with this strict method of management is soft

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  • Managing People & Organisation

    challenging market, it will be required to change its working principles and practices. The senior management team have already started drawing up preliminary plans for the expansion. This has included the identification of potential implications for organisational objectives, goals and policies, as well as the essential restructuring that will be required to ensure the business remains viable. Understandably, many of the workforce are anxious about the expansion and the possible risk and uncertainty it

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  • Managing People for Competitive Advantage

    ------------------------------------------------- MG 504—Managing People for Competitive Advantage, Fall 2013 ------------------------------------------------- Case Analysis Guidelines Choose two (2) Individual Case Write-Ups from these found in your textbook, one from group A, one from group B: Group A Meg Whitman at eBay Inc. Matsushita Electrical Industrial Co. GSK’s Acquisition of Sirtris Utah Symphony- Utah Opera Merger Group B JetBlue Airways Rob Parson at Morgan Stanley

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  • The Truth About Managing People

    The Truth: About Managing People . . . and Nothing but the Truth Stephen P. Robbins, Ph.D. PEARSON EDUCATION, INC. “If someone wants to unleash the truth of people management, read this book. Author Robbins addresses the most critical challenges organizations face today in a concise and entertaining way.” — SUBIR CHOWDHURY Executive Vice President, American Supplier Institute Author of the best-selling The Power of Six Sigma and The Talent Era: Achieving a High Return On Talent “Stephen

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  • Managing People in Practice

    there is need of certain theories and practices. To handle these factors, management that is called human resources management is used (Price, 2011) Human resources management is collection of the strategies that are designed and implement to manage people to achieve the goal and objectives of the business. The strategies include the growth of policies and processes to maintenance of human resources Mullins (2010). Workers or employees are considered as critical factor to achieve the competitive advantages

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  • Managing People

    Post Graduate Certificate for Wm Morrisons Supermarkets PLC Managing People Assignment (MAN4248M) "Identify an issue or problem relating to the management of people in your part of Morrisons. Evaluate and analyse this using theory to suggest possible outcomes, solutions and recommendations to resolve the issue." (3540 words) 5th June 2013 Tutor: Dr Alf Crossman By: Simon Libovitz UB:12031915 Identifying the problem: At the end of 2006, Morrisons conducted its

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  • Organisational Behaviour - Managing Organisational Change

    ORGANISATIONAL BEHAVIOUR - Managing Organisational Change Essay Topic: One set of authors state that “An organisation’s ability to manage change will have a significant effect on its performance and prosperity” (Graetz. F., et al, 2006, p2 in Grates F. et al, 2006, Managing Organisational Change, John Wiley & Sons, Australia), whereas another author claims that few corporate change efforts have ever been successful (Kotter, J.P., 2005, ‘Why Transformational Change Efforts Fail’, Harvard Business

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  • Managing People

    countries which also include the legal services. {draw:frame} Social Environment The social factors which affect the legal industry are the people and their culture. As per the case study of Baker & McKenzie (B&M), the legal industry mainly consists of partners, associates and support staff. The culture and life style of people in the industry change between different demographics, population age groups. There is also a difference between the work cultures which are adopted in various

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  • Managing People in Smes

    How to Manage People in SMEs in Context (Walkers Engineering Ltd. Case Study) Introduction and background of the case Walkers Engineering Ltd. is a small and medium family-run enterprise with 225 employees, and is partially unionized. The company manufactures plastic mouldings and bins, enjoying a good reputation for its quality. In order to remain profitable and a leader position in the market, the company plans to take some radical changes in new technology, working practices and reorganization

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  • Managing People

    Managing People for Organizational Success By Slemo D. Warigon Organizations, whether they be educational, business, industrial, government, military, service, health care, or entertainment focused, are made up of people – women and men. It is people who provide leadership, stewardship, and follower-ship in every organization. People formulate strategies to help organizations achieve their specific objectives. People constantly learn new and innovative ideas to help transform their organizations

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  • Managing People Subject Overview

    from learning the operation of the economy, marketing skills and better management of finances, Managing People has been a subject that has formed a very strong coherence between my business and theoretical/practical concepts I have learnt and will learn in future. Running a business calls for employee management. Having learnt this course has changed my conceptions about the process of managing people and has given me a much deeper insight into it. The concepts taught to me in this subject have helped

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  • Leading and Managing People

    style including providing leadership by directing and controlling team members, holding strong influence on team operations and objectives and enjoying goal setting. However, once again the primary DRIVER style includes characteristics which I do not relate to, or consider present in my leadership style. For example; I consider myself to be a people orientated person, who is conscious of how others are feeling. This does not reflect the DRIVER characteristics of being provocative and having the potential

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  • It Management - Managing People

    IT MANAGEMENT – Managing People 1 IT Management: Managing People 1 David McKean BookBoon By: MGNT 6040: Current Readings in Management of Technology IT MANAGEMENT – Managing People 2 Contents About the author and IT Leaders Ltd 3 1 The secret to good IT management 4 2 What makes a successfully IT manager? 5 3 Team Leadership 7 4 Business relationship management 10 5 Working with senior execs – Networking & politics 6 Conclusion

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  • Managing People

    and Evaluation of Edith’s Procedural Knowledge. 4. The Traits Approach. Page 9 4.1. 4.2. The Behavioural Approach. The Results Approach. 3. Job Knowledge. Page 7 3.1. 5. Definition of Motivation and Evaluation of Edith’s Motivation. Page 11 6. People Management and Planning and Allocating Work Activities. Page 12 7. Conclusion. 8. Bibliography. 9. Appendices. 2 Terms of Reference. This report will identify a range of performance problems in the St Jessica’s Urban Medical Center Emergency

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  • Managing People

    Managing People Contents Introduction to John Lewis Partnership and HRM Communication and involvement practices Equal Opportunities legislation – Disability Discrimination Recommendations Conclusion References and Bibliography Appendix Introduction John Lewis and HRM Introduction to John Lewis Partnership John Lewis started in 1864 with a small drapers shop on Oxford St in London. John Lewis today is the largest co-owned and

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  • Managing People

    Kiwi Institue of Training and Education | Managing People | Assessment 02 | | Submitted by:- Prashant Sindhav | 11/26/2014 | Theories and models relating to ability, motivation and reward systems in a diverse range of business settings. | Table of Contents Part 1 Job Ability 4 1.1 Store managers job description 4 Scope 4 Roles and Responsibilities: 4 Knowledge 4 Skills 5 Personal attributes 5 1.2 Why is it practical to specify standards and procedure in the body

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  • Managing People & Performance

    September 2012 Managing People and Performance Assignment Student ID#: 82081035 Word Count: 4779 Managing People and Performance Assignment brief Provide a very short introduction to your organisation, and your role, to provide a context for your assignment. Based on your own organisation (or part of the organisation): a) Identify, with justification, a critical issue relating to people that impact on effective performance within the organisation. In justifying your chosen issue, you should

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  • Managing People

    the sur-veys carried out by the RAC and Which? magazine. Perhaps unsurprisingly, people were most impressed by their solicitor's knowledge of the law -- 88% of the respondents said they were satisfied. Similarly, more than four out of five people said their solicitor offered good customer care, and that the service offered was convenient and offered at times that were suitable for them. By and large, most people would still prefer to see a solicitor in a dedicated office. This had been particularly

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  • Managing People

    retaining and motivating staff as well as driving change and corporate reputation.6 ‘the reward package on offer must be sufficiently attractive… to secure the services of the staff it needs. Attractive packages thus allow the appointment of high-calibre people.’6 WGYC will use these reward packages to maximize their staff retention and customer service. Recommendations First and foremost, the key performance indicators (KPI) that have been set will need to change. The first KPI will be dropped, as

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  • Managing People &Performance Case

    problem does not solve, it will hamper company’s futures growth and its image in its esteem consumers. ----------------------- Lal Bahadur Shastri Institute of Management New Delhi HR Case Development Managing People &Performance

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  • Managing Organization and Leading People

    Managing Organization and Leading People- BIP I Shahid Virani Student ID: 00465986 Date: Student Mentor Name: Ms. Lisa Sims Western Governors University Managing Organizations and Leading People – BIP I Describe the organization and its objective(s) ? The organization is a Managed Service Provided, dealing in IT Management of mid to small size business. We provide Managed Support, DaaS (Desktop as a Service), Applications and Database Management and Internet Connectivity using ISP Networks

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  • Managing Negative People

    The emotional virus can spread quickly in a matter of days or weeks, and once transmitted, it is difficult to cure. We all have difficult and negative people in our lives and we have to work, manage, or live with negativists, whiners, and complainers. The most difficult personalities in the workplace today are Negativists and managing them is a skill in itself. Researchers have shown that negativists, also known as whiners and complainers, have a strong need to be liked (Kettenhofen p.1). They

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  • Managing Organizations & Leading People

    Table of Contents MANAGING ORGANIZATIONS & LEADING PEOPLE-BIP2 Task 2 2 Evaluation of my Personal Leadership Style 2 Reflection on the Results of my Seven Habits Profile 2 Self-Leadership Evaluation 4 Strengths and weaknesses identified 6 Recommendations. 7 Goals to improve my leadership practice. 8 References 9 MANAGING ORGANIZATIONS & LEADING PEOPLE-BIP2 Task 2 Evaluation of my Personal Leadership Style Reflection on the Results of my Seven Habits Profile The Seven

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  • Managing People

    Managing people Introduction The aim of this report is to analyze and comment on the selection practices based on the movie “Charlie and the Chocolate Factory”. According to Scott (2005), “Charlie and the Chocolate Factory” was filmed in 2005 based on children’s book by Roald Dahl. The movie reveals a story about poor young boy – Charlie, who lives in town, where located chocolate factory owned by famous confectioner - Willy Wonka. Soon, Willy Wonka decides to allow 5 children to visit his factory

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  • Managing People

    Managing people as demonstrated in A successful Chinese company By 11220400 201021021042 Submitted to Phil Shellhaas and Pam Whitehouse Date: 7, December, 2012 Managing people Year 2 Harper Adams University College Word count: 2977 Content 1. Summary........................................................................................................................2 2. Introduction.........................................................................................

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  • Leading and Managing People

    MNGO3217 Leading and Managing People: Unit Assessments Your grade for the unit will be based upon the following assessments, as well as based upon the completion of weekly activities and assignments (in person where applicable or online) that will account for 10 percent of your final grade. Assessment 1: This will account for 30 percent of your total grade and will be due in stages throughout the unit. Each team member will be graded separately. You will be rereading the Leadership Moment section

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  • Managing People in Organisation

    w rP os t S 908C22 AN INTRODUCTORY NOTE ON MANAGING PEOPLE IN ORGANIZATIONS op yo Ann Frost and Lyn Purdy wrote this note solely to provide material for class discussion. The authors do not intend to provide legal, tax, accounting or other professional advice. Such advice should be obtained from a qualified professional. Ivey Management Services prohibits any form of reproduction, storage or transmittal without its written permission. Reproduction of this material is not

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  • Managing People and Organization

    management and efforts) as well as nature of outputs (which can be defined as quality of service). Goals are set for long-term and are future expectations for an achievement or accomplishment. For an organization to be able to realize their objectives setting goals are the essential tasks. There are four types of organizational goals; a) Consumer b) Product c) Operational d) Secondary Confusion in understanding of relationship and difference between goals and objectives are common

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  • Managing Organizations and Leading People

    C200 Managing Organizations and Leading People Hermisecier Broussard C200 October 20, 2015 C200 Managing Organizations and Leading People In today’s society, if a company or organization wants to get ahead and progress ahead of the game, quality leadership practices must be set into place in that organization in order to have a blueprint of knowledge of where they are heading and trying to go business-wise. Although, there can be major role differences in the way that organizations implement

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  • Managing People

    contains an individual and a group element. The mentees must individually prioritise a list of items essential for moon survival and then come together to decide, collectively, on a definitive list. The individual element allows us to assess organisational competency, while the group element facilitates teamwork assessment. The exercise outline given to the mentees is provided as Appendix *. 3.2.3 Psychometric Tests Psychometric tests are included in the AC as ‘tests of attainment and ability

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  • Managing People and Organisations

    F84T 34: Managing People and Organisations. Outcome 1: Explain the characteristics and purpose of the organisation and it’s environment. 1. Analyse the relationship between organisational goals, objectives & policies and explain their contribution to effective management in the case study. There are four main types of goals: Consumer goals which refer to supplying a product or service that the market/consumer wants. Suzy’s consumer goals were to create gourmet chocolates to

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  • Managing People

    Classical School and Scientific management. About the Social-human approaches are seeing the organization as communities of people and treat human as emotional and social beings, which structures are more flexible and It can be called as Human rations school. Afterward, I would like to discuss them respectively and particularity. First of all, about the Bureaucracy demonstrates the people to have their own responsibilities and well-defined tasks. It indicates there are the hierarchical reporting structures

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  • Managing People and Organization

    | | | | | | Managing People and Organization Batch 05 Acknowledgement I would like to express my appreciation to all those who provided me the possibility to complete this report.  A special gratefulness I like to give, our Ms. Upekha Manamendra, whose give valuable suggestions and encouragement and helped me to writing this report. Furthermore I would also like to thanks with much appreciation my family, who gave the support to complete the report. Special thanks go to my batch

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  • Managing Organizations and Leading People

    Managing Organizations and Leading People, C200 Task 1 Managing Organizations and Leading People Evangeline Klingbeil 262608 WGU C200 Task 1 Emerson is a global technology and engineering solutions company that has been providing diversified and innovative solutions to customers for the last 125 years , as of 2015, employ more than 111,000 people . They are solution providers for industrial, commercial and consumer markets through its 5 business units. Those business units

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  • Managing People

    1. Introduction This report is going to evaluate how people management practices influence business performance within a specific sector of the service industry and will put forward suggestions to improve performance based on the findings. This report will specifically focus on the Devonshire spa and its people management practices. Furthermore it is going to be an evaluative report and will look at two different practices – Monday to Friday team and Weekend’s team. 2. Introduction to Human Resources

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  • Managing People and Systems

    four areas: • managing and leading people; • managing finance, budgets and systems; • managing customers, marketing and business development; • Managing operations, purchase & supply, and product design & development. In my opinion, leadership is a set of skills that drive businesses. Most business owners are usually leaders as it is they who dream about the business in the first place, then later put in place strategies that actualize the dream. Leaders should inspire people to work together

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  • Managing People

    BUSM 1162 Management 1- Managing People Assignment 2 Individual Report Analysis and Critical Discussion of Competencies Based on CVF Framework Student ID: 3472503 Student Name: Xiaoli Sun Lecturer: Dr. Margaret Heffernan, O. A. M Tutor: Ashkan Khalili Due Date: 7th June 2015 Executive Summary As the

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  • Managing Organizations and Leading People

    Managing Organizations & Leading People C200 Tuwanna McDaniel WGU Student 000555757 Managing Organizations & Leading People Task 1 Managing Organizations & Leading People C200 A1. Organization Description Describe the organization and its objectives Youth Villages is a residential mental health treatment facility for children founded in 1986. The owner Patrick Lawler, combined two residential campuses at that time to create one Youth Villages. The company's main goal then and now is

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  • Managing and Leading People

    Assignment 1. COURSE .MSc in HRM (P/T), 20015 MODULE: Leading, Managing and Developing People TUTOR: DR JOANNE COLLIER Critically evaluate, in your organisation, the impact of two HR interventions of your choice on engagement, commitment, motivation or job satisfaction. WRITER. MR Muhammad Ahmed RAJA ST.ID:100018073 Introduction Diversity and Empowerment have been selected for this critical evaluation reporting in the Kandore Pvt Ltd. The reason these interventions have been selected

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  • Managing Organizations and Leading People

    | Managing Organizations and Leading People Task 1 | A.1 Describe an Organization and its Objectives I would like to describe the organization once widely known as Kinko’s now recognized as Fedex-Kinko’s. More specifically, I would like to describe how the organization Kinko’s got its start and identify its objectives. Kinko’s was originally founded in 1970 by Paul Orfalea, a college student living in California. Named after Paul’s kinky hair, Kinko’s got its start as an effort to offer

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  • Managing Organizations and Leading People

    Managing Organizations and leading People Task 1 Corinne C Dolan Western Governors University October 2015 Managing Organizations and Leading People Task 1 A1. Description of the Organization The Medical University of South Carolina (MUSC) is the leading medical center in South Carolina providing medical care to surrounding communities and training to future health care professionals with affiliations to six different colleges and universities. The Medical University was

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  • Managing Organizations and Leading People

    MANAGING ORGANIZATIONS & LEADING PEOPLE BIP Task 2 Dean J. Martino WGU MBA This paper will introduce my leadership style beginning with a reflection of my scores from each category of the Seven Habits Profile scores. These will be followed by evaluations of my strengths weaknesses and recommendations. Utilizing these analyses, I will also include two SMART goals intended to improve my leadership practice. A1 Seven Habits Profile Reflection I understand the Seven Habits Profile to be

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  • Managing Organizations and Leading People

    know if there is a need for products that are being introduced. Secondly, is there as place for the product in the global market. The three methods that I used to identify my target market are focus groups, feedback or surveys and lastly invite people to a prototype. First, identifying my target means that I would choose a specific demographic area for potential customers that I would like to buy the products. When choosing the area I consider the age, family status, and incomes. By doing this

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  • Managing Work and People

    reviews the case study of The Regency Grand Hotel following a recent change in the upper management and implementation of a new organisational strategy which has led to the performance deterioration and the increase in customer complaints. The problems are analysed in light of a diverse range of theories and scholarly views regarding the impact of potential factors on organisational performance and profitability foresights. Through theoretical and empirical research, the authors have focused on leadership

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