a) According to Granerud and Rocha (2011 p.2030), a continuous improvement (CI) is an ongoing way of improving processes, services or products. Innovation is a way of producing or introducing something new. Organizational learning, on the other hand, is a process of transferring, retaining and creating knowledge within an organization (Knipfer, Kump, Wessel and Cress, 2013 p.30). In an organizational context, organizational learning creates knowledge in employees that help them to innovate new ideas or products. Innovation is linked positively in quality, efficiency, market share, competitiveness and quality. Therefore, it is through innovation that the company can continuously improve the new innovated processes, ideas or services.
b) Improved Ovens: Improvement of ovens can be an effective way of increasing productivity as well as time and quality. Traditionally, ovens were wood- fired and they emitted soot on the oven. In addition, the oven lacked proper ventilation and insulation and therefore end up consuming average of more than 0.5 kg of wood per 1 kilogram of the baked wheat floor (Salthammer, Schripp, Wientzek and Wensing, 2014 p. 205-211). If the oven still used in cake baking is manual, the company should adopt direct heating ovens that are heated by fuels in the chamber and indirect heating ovens that have a separate firebox or heater. These ovens are effective, long lasting and can lower fuel consumption prices since they are made up of steel that can withstand high temperatures.
Mix up large amounts – Mixing up large amounts of batter and bake can be an effective way of saving time and flour. In addition, by increasing the number of slicers will also fasten the operations.
Choose a product or service in your organization and map its supply chain. If you are not currently working, map the supply chain for the production of a chocolate bar. You may create a flow chart or describe the elements.
a) The appropriate type of measuring the objective is a key performance indicator (KPI). Using a monitor report, KPIs can be set to determine the market share for a photocopy increase from 20% to 30%. Photocopy papers needed will be determined by the selection of appropriate KPI. For example, the cost performance index (CPI) may be used to monitor whether the objective is attainable. For the KPI to be effective, it must be monitored and reported if there is real-time change.
b) Problem: The problem that I experience every day is the lack of sleep (Insomnia). The problem has persisted for some time as I normally sleep less than eight hours a day which is not medically recommended (Paruthi et al 2016, p. 785). The problem has resulted in some side effects such as headaches and fever.
Tool: The best tool for tracking the cause of the problem is through the preparation of reports on sleeping hours and identification of habits that are associated with sleep disruptions. Although treating mental and physical issue is the first step to consider, it may not cure insomnia. Looking at daily habits is an effective way of coming up with a solution to this problem but not through treatment. For example, by using alcohol to fall asleep or sleeping pills might disrupt the sleep further. Other habits that can also affect the sleep include not getting enough exercise, eating heavy meals or sugary foods, napping and having an irregular sleep schedule. Therefore, combining reports on habits and sleep patterns is an effective tool.
Solution: keeping track of time to sleep and levels of fatigue is an appropriate solution to the problem. The tracking will be a tool of monitoring sleeping patterns to make effective changes of good night rest. Therapy is also a solution. Through cognitive behavioral therapy, that involves self-monitoring, the creation of a conducive environment for sleep and mental strategies like developing a positive mind toward sleep might help to improve the quality of sleep (Morin et al., 2009 p.2005).
My objective in undertaking the study is to pursue my management skills to land a dream job in a young senior management position.
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Strengths – My ability to speaking more than two languages – My first aid skills – My personality is outgoing – Am well organized – Am well educated – I can speak in public conformable – I have leadership abilities – Proficient in computer packages such as MS Word and MS Excel – Excellent typing speed of 90 words per minute. – Knowledge of database creation – Ability to work in teams |
Weakness – Minimum experience in accounting – I have little marketing skills and therefore unable to influence market changes. – I am egotistical – I take long to adapt to change or sometimes I may resist change at all. – My abilities to combine and using crystal reports are low. – Sometimes I may find myself shying on some social situation. |
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Opportunities – Leadership and training development possess an opportunity of making me eligible for promotion. – Several companies have expanded and opened new branches in my area hence creating an opportunity for employment. – The Internet has opened the opportunity for finding customers and job vacancies regarding my expertise. – Aging population creating an opportunity for the young generation |
Threats – Change in law may make it hard for me to find my dream job – Inflation or economic instability. – Competition in the Job market may reduce the chances of landing the dream job – With technology advancement such as robots could lead to low demand for the workforce hence reducing the chances of being successful in the job. – Laws might negatively change |
Organizational performance improvement strategies is an important measure of the business process as it helps business organizations to develop a special competition advantage over the competitors. For an organization to remain competitive, it must consider innovation as a top priority. Innovation involves having broad perspectives, seeing a thing in diverse angles, being flexible and taking the risk (Jiménez-Jiménez and Sanz-Valle, 2011 p.408-417). In addition, the promotion of innovation in the organization may be one way of encouraging employees to become idea champion. Training and development in the organization develop problem-solving skills, job performances and creativity, employee’s flexibility and abilities to adapt to change. When employees are well trained, they are likely to be innovative and come up with creative ideas of coming up with better strategies or differentiated products as compared to competitors. In addition, training and development also create a conducive environment that builds and change employee’s commitment and sense of ownership. Training and development also achieve a balance between necessary innovation and the firm’s current performances. Innovation sometimes can result in management challenges although it is the only a way of sustaining success in the organization. Therefore, leaders must demonstrate supportive behaviors and have positive attitudes towards innovation in order to encourage employee’s participation in training and development programs.
My company is a learning organization. Managers and supervisors involve the workforce in challenging projects or tasks in order for them to learn new things. Furthermore, the involvement of staff in new projects ensures the learning process is enhanced in the organization as employees are able to learn new ways of undertaking similar projects in the future. Organizational learning is a process and it involves the process of generating, collecting, interpreting and disseminating new information (García-Morales, Jiménez-Barrionuevo and Gutiérrez-Gutiérrez, 2012 p.1040). The process further involves experimentation of developing new services or products, accessing the technological trends, gathering information to keep track of competition, customer analysis to identify needs, wants and problems and training or educating employees. Apart from employee involvement in projects, the organization also builds a shared vision that is created through interactions of employees in the organization. The company support of shared vision rather than personal vision has facilitated to high contribution and changed the relationships as the organization has turned its performances in a learning mechanism. The company also learns from the past and conducts employee performance evaluations to determine the key areas that need learning and training. Once performance areas have been identified, the concerns employees are trained on how they can be productive.
To obtain assistance in quantifying benefits I might consider contacting external consultants, sub-contractors, managers, technological suppliers, public relation and marketing staff, financial staff, technical staff, procurement staff and business development staff. Managers contribute by having a good understanding and experience in the industry. External consultants, subcontractors and technicians have specialized knowledge and experience in diverse fields. Financial staff can provide support on the development of proposals and might also help in the identification of mechanisms such as financing options and tax arrangements. In addition, finical staff also helps in overcoming external and internal financial barriers such as budgets and operating capital. Public relation and marketing staff can provide on product attributes and conduct presentation of proposals to other staff and management. In addition, public relations and marketing staff also can provide advice on ways of raising the proposal profile, behavioral change in the organization and assist in building a relationship with both external and internal stakeholders.
A free trial is a win-win for customers and the company. The offering of a free trial is beneficial for the company as it gives a change of showing the potential customers the services or products the company is offering. In addition, customers are able to try the products before purchasing them without any risk. This develops confidence in customers about the products and therefore they are likely to facilitate more sales.
Providing a free trial also may be offered when the company wants to increases the base of potential customers. Once the consumers rely on the products and services from the free trials, they will be converted from trailers to paying customers. Furthermore, some customers who may feel satisfied with the products may spread the news of the products to peers or friends hence increasing the markets.
When the organization wants to collect feedbacks, it may use free trials. Furthermore, feedbacks are used in assessing product preference and tastes. Through the free trials, even trailers may find themselves giving out insights to the products to determine its effectiveness. When a company also wants to offer incentives, it may use free trials. Incentives such as discounts may persuade customers about the new product hence facilitating sales.
c) In order to increase risk tolerance and failure acceptance, I will suggest to my manager to create an organizational culture that makes people feel comfortable with their achievements and failures. The culture should further abandon traditional ideas regarding personal competition. In addition, the culture of intelligent risk-taking should be adopted in order to prompt sustainable innovation. It is hard to invest without risk-taking and therefore the only way the company can be in a position of making change is through exploring, venturing and trying new approaches.
The manager should also consider providing training and development programs to employees in order to increase risk tolerance and failure acceptance. Once employees are well prepared about the risks they are likely to adapt to a changing the environment and be prepared for any rising concerns. Research conducted by Nelissen and van Selm (2008 p.306-316) showed that effective communication with training and development activities is helpful for employees to innovate, tolerate risks and also accept failure. The study also emphasized that managers who provide effective training to their employees normally receive little change resistance and employees accepts any tasks delegated to them.
The manager should also consider preparing the mindsets of employees to accept the outcomes of the project. When employees mind are well prepared they will develop a mentality of accepting failure. According to Gunkel, Schlaegel, Rossteutscher and Wolff 2015 p.394-408) the empowerment of employees and preparation of employee mindset is one way of handling change and therefore managers should be committed to supporting employees if innovation or change results to negative outcomes.
Background: include organization context, the reason why work is needed, project relevance, timely.
Project definition
Purpose: description of result desires of the project.
Objectives: specific outcomes to be achieved, measurements of outcomes, SMART objectives outlined.
Scope: boundaries of the project.
Deliverable: Description of deliverables (tangible or intangible items like services, products and reports). The date for deliverable expectation.
Constraints and assumptions: things that might influence schedule or deliverables. An external variable cannot be controlled.
Business case
Timescale and costs: breakdown of project costs and timescales required for project completion.
Costs benefit analysis: expected returns balanced against the project.
Risk analysis: identify risks, prevention, and monitoring and avoidance methods.
Organizational structure/chat:
Schedule: Grant chat
Human resource: labor and resources needed for the project
Project control: monitoring of progress and communication.
Quality control: evaluation of the quality of deliverables.
Question 9
The common methods used to communicate and promote benefits of change and continuous improvements include process consultations, survey feedbacks, training and development. Process consultation: The method is commonly used in the continuous improvement of a new process being implemented. Teams and groups come together to work on a project. In addition, the process is re-mapped at diverse areas and the performance is reviewed to identify what needs to be improved to meet objectives and goals. For instance, through consultations, unnecessary approvals on steps of completions can be removed to manage steps hence other steps not affected. Survey feedback involves identifying and assessing attitudes of employees through questionnaires. The surveys are important in promoting continuous improvements as they assist in the identification of inconsistencies or issues. In addition, the questionnaires may be helpful in looking at a team’s culture, structures, senior leadership styles, and chain of command and pay conditions. From the group’s feedback, current attitudes and required change can be discussed and solved. Complains from the group feedbacks can also be noted and the company may be in apposition of key areas that employees are not satisfied and need learning or effective monitoring
The tools and techniques that I will use to identify change include flowcharts, data collections and metrics, culture mapping, field analysis and project plan. The flowchart will serve as a visual sketch of the change management process. Collection of better ideas or information from employees will also be a way of tracking down the change. Field analysis will provide an analysis of problems experienced during the change. Culture mapping will track norms and practices that are done in an organization.
I will make sure change meets sustainability requirements by ensuring there is an effective understanding of what is contained in change. Measuring the progress also will ensure change meets sustainability. The progress measurements will ensure there is an effective feedback mechanism that will make sure the project is in line with its expectations. Crosschecking of each activity also helps to meet the definition of the expectation. Best practice procedures and policies do not mean the organization is compliant. However, the creation of strong ethical infrastructure can assist the organization to comply with legislation. The environmental policy is used to make sure the organization is compliant. The environmental policies covered include resource recovery, building waste, office waste, suppliers, material use, products, ozone-depleting substances, greenhouse gas emissions and energy use.
Establishments of Internal Social Sustainability also ensures change meets its sustainability requirements. Through the provision of pleasant day lightning and good air quality in the workplace can influence employee morale and performances. Architects specializing sustainable design might be in apposition of pointing out energy costs in smaller percentages of monthly and annual expenses that all the expenses linked with human capital. The investment in the human capital and provision of a conducive working environment assist an organization in the reduction of absenteeism, retentions rates increases, productivity increases and organization becomes able to attract top talented employees.
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GROW model |
Questions to Answer |
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Goal |
What are you intended to achieve? |
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Reality |
What were the results? |
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obstacles |
What might be able to help in this situation |
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Way forward |
What should be done to support you? |
KPI’s is the best strategy for me to review my work performance in order to determine if there is an obstacle or issue.
Joining morning tea to discuss concerns arising from work with senior workers and also joining any new project the company introduces enables me to improve my performances.
Through coming up with an effective report will determine if the study is of benefit. Effective communication in a workplace is important it allows a company to operate and produce effectively. Through effective communication, employees are able to express a high degree of commitment, productivity and also experience increased morale.
Triggers are critical elements of a contingency plan because they alert the appropriate time for using the contingency plan.
The assessment for validating the measures include run chats, check-sheets and Pareto charts. Furthermore, flowcharts can also be used for providing investigations from current situations. Fishbone (cause and effect diagram) tools are used in the identification of challenges occurring in the current process. Other tools that might be used include the results from job design or observation and timework study. In the organization context, the suitable methods considered for evaluating processes and system include checklist, critical incident and 360 evaluation.
Checklist: The method is considered as effective and simple to use as it consists of performance questions with yes or no option. The outcomes of performance are based on the response in this technique. When there is excessive negative response it is a clear indication that organizational learning is needed for the employees. Furthermore, the checklist is the best way of identifying deficiencies in various performance areas as the employee’s attitudes can be easily identified.
Critical Incident: The method involves a manager going through employee’s performances and uses the information to come up with discussions the performance review is conducted. Furthermore, the method keeps a list of bad and good incidents.
360 Evaluation: The method involves evaluating employees on their effectiveness in their departments based on job descriptions and duties.
The environmental sustainability practices include reduction of energy, water usage and improvement of waste management. The sustainability goals and initiatives include complying with government regulations and legislation, reduction of waste to landfills and provide improvements in recycling systems. The key organizational initiatives and programs include reducing electricity usage by 10 percent, recycling of printer cartridges, cardboard and papers, the setting of double printing default on printers in order to minimize the use of cartridges and promotion of audio and visual teleconferencing as compared to traveling as this will conserve both time and resources.
Overcome opposition: The organizational development intervention engages people who oppose change. Through engagement of change resistance, the organization is able to alleviate the problem that may occur in an organization in time. Furthermore, collaboration and effective communication of change can a way of encouraging employees who are opposing change to change their minds. The intervention also allows employees to provide their inputs regarding what should be done for change to be implemented and effective. Overcoming opposition by helping the employees to understand the impact of the change makes the organization able to support employees to become an advocate of change. In addition, the management also uses minimum resources during the process of change implementation.
Effectively engaging employees: The engagement of employees to change management assist in the reduction of change resistance. The engagement can be monitored by asking employees some question like; is the change working? What can we do to make change work better? The answers can assist to derive employees concerns and determine the ideas of employees and therefore place an organization in a position of amending parts that are resulting to change resistance.
The organization communicated costs and benefits of the initiative to internal and external stakeholders through communication events such as seminars, conferences and meetings. Printed media such as posters, magazines and newspapers were also used for communication. The organization also used social networks and electronic media like Twitter, Facebook and the internet to facilitate communication. The communication match up the audience and purpose.
References
García-Morales, V.J., Jiménez-Barrionuevo, M.M. and Gutiérrez-Gutiérrez, L., 2012. Transformational leadership influence on organizational performance through organizational learning and innovation. Journal of business research, 65(7), pp.1040-1050.
Gunkel, M., Schlaegel, C., Rossteutscher, T. and Wolff, B., 2015. The human aspect of cross-border acquisition outcomes: The role of management practices, employee emotions, and national culture. International Business Review, 24(3), pp.394-408.
Gutiérrez, L.G., Bustinza, O.F. and Molina, V.B., 2012. Six Sigma, absorptive capacity and organizational learning orientation. International Journal of Production Research, 50(3), pp.661-675.
Jiménez-Jiménez, D. and Sanz-Valle, R., 2011. Innovation, organizational learning, and performance. Journal of business research, 64(4), pp.408-417.
Knipfer, K., Kump, B., Wessel, D. and Cress, U., 2013. Reflection as a catalyst for organizational learning. Studies in continuing education, 35(1), pp.30-48.
Morin, C.M., Vallières, A., Guay, B., Ivers, H., Savard, J., Mérette, C., Bastien, C. and Baillargeon, L., 2009. Cognitive behavioral therapy, singly and combined with medication, for persistent insomnia: a randomized controlled trial. Jama, 301(19), pp.2005-2015.
Nelissen, P. and van Selm, M., 2008. Surviving organizational change: How management communication helps balance mixed feelings. Corporate Communications: An International Journal, 13(3), pp.306-318.
Paruthi, S., Brooks, L.J., D’Ambrosio, C., Hall, W.A., Kotagal, S., Lloyd, R.M., Malow, B.A., Maski, K., Nichols, C., Quan, S.F. and Rosen, C.L., 2016. Recommended amount of sleep for pediatric populations: a consensus statement of the American Academy of Sleep Medicine. Journal of Clinical Sleep Medicine, 12(06), pp.785-786.
Salthammer, T., Schripp, T., Wientzek, S. and Wensing, M., 2014. Impact of operating wood-burning fireplace ovens on indoor air quality. Chemosphere, 103, pp.205-211.
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