The phases of the completion of my college life cycle will include planning for college, undertaking analysis as well as well as the implementation of schedule along with the competition of classes for the program of study till the competition of the college.
Under planning for going to college, the activities will include the selection of the course or program to be undertaken. This will be done based on the most area of my interest and even where it is offered. The other considerations will be the qualification in terms of marks or grade required and the cost of taking the program. Once the course has been selected, I will make an application to get the admission into the degree program.
After getting the admission letter, I will then weigh preparer for the getting into school buy buying the necessary requirement needed and even filling the documents required including the medical history forms. I will then acquire the school fee and make the payment before going to school as well have my upkeep cash available. Under the analysis of requirements for what I want out of college, I will be involved in analyzing the impact this degree will have on me upon completion.
Obviously, I will want to be employed and live a better life after the college. Under designing a particular program of study, I will make my own revision timetable and integrate it within the mainstream timetable for the whole college so as to ensure that I tend all the lectures or classes (Nyström et al., 2015). Under the schedule implementation, I will always ensure that I will follow my schedule and attend classes as required. I will stop engaging in other activities that may distract my attention from meeting my schedule.
Under the completion of classes, I will copy the timetable for lectures, CATs and main examination. I will always attend classes and undertake my assignments effectively. I will also sit for my CATs and examinations effective without missing any. Once I am done with my classes, I will ensure that I graduate and get the certificate.
I will complete my classes by ensuring that I form group works with my fellow students where we can revises and do the assignment perfects as to avoid failure. I will also ensure that I attend a classes by having an updated timetable and master the time well. Also, I will ensure that I set an alarm in my phone to always remind me of the class time. Further, I will make notes while I am in class so as to help with revisions in order to pass CATs and exams. I will also consult with my lecturers widely in areas I do not understand well so that I am prepared for the examinations.
The model that I will create to get me through the college will include a timetable for revision of my work after class. I will have created my own individual revision timetable which will show how I am attending my class. I will also create the models to help me plan and control the process of completing college. Here, I will create tracking systems showing what I covered while I am in class and those that I have revised individually. Here, it will include the areas I have a problem and the specific questions that I would wish to consult my lecturers and fellow students.
Some of the tools that might help me complete the models will include pens, charts, and even my phone. I will use the pen when writing down the areas that I want to put more emphasis and charts will help me to draw the progress of my classes and revisions while my phone will help me track my revision times and lecture times.
It was a good decision for CLT to build project managers from the existing staff. This because, it is one of the positive and productive ways of engaging employees in organization. The employees felt more engaged through this upskilling methods and hence they were able to feel part of the organization and reciprocated by offering their best. Also, it was a cost-saving mechanism since the cost of training and recruitment of new employees was saved. It was also significant since it increase the staff retention hence reduction of employee turnover (Pemsel and Wiewiora 2013).
This is because employee always require professional and personal development through being retrained and upskilled while in the organization. By developing the project managers internally, the employees were able to professionally develop which is directly correlated to higher performance and productivity. Moreover, it was a better method of change management as resistance to change is reduced to its minimum than where new project managers are brought leaving the ones that have worked for the company not being promoted (Verleye, Gemmel and Rangarajan 2014).
My advice to CLT to ensure that it has strong project management skills in the organization would be to continually train and upskills his staff. This will be helpful than bring in new project managers. This is because the employees will be fully engaged and an engaged employees gives his best to accomplish the tasks in terms and with a high level of quality.
The criteria would be anchored on such elements as system analysis, design, management of work of the team members, ability to assist in the development of project schedule, ability to keep the team right on schedule as well as programing alongside the quality of team work under the underlying potential manager (Reed et al. 2014). A person will only be ready for project management responsibility if he is able to show competence in the above mentioned areas. To test this competence, the simulated project management will be given to these potential project managers and evaluated on the above aspects.
The job structure for the new incoming project manager will be structured on the basis of the aspects mentioned in sub-task 2.2. To make sure or at least upsurge the possibility of a high level of success, a new project manager will be put under the already competent project manager for a period of two months. He will be answerable to this expert and he will be free to give reports on whatever is done on a daily basis (Conklin et al. 2013). The supervisor will be able to guide him and hold meeting with the entire team members under the new project manager.
If I were in the positon of Monica, I would advise Stewart regarding managing his career as well as attaining his instantaneous goal of becoming a project manager to ensure that he always put his best in whatever he does (Madsen 2015). I would urge him to ensure that he upskills and trains by attending seminars and conferences as well as workshops organized by the organization. Also, I will advise him to always to open minded in order to consult widely with his seniors and appreciate the need to work with others as a team. Finally, I will appreciate him on his surprising performance to continue with the same spirit and even add more efforts on his work to become more competent (Ross and Dunham 2015).
The best method for Edward to encompass the brokers (users) in the updated online trading system development will to call them all for a workshop or conference. He should write to the brokers and give the specific areas he needs them to address when they come for the workshop or meeting to present their key areas of concerns. This will be helpful to save on time that would otherwise been taken talking to individual broker (Findlay et al. 2016).
At the meeting, Edward should have the brokers select four of their representatives who will then work in hand to develop the new systems by ensuring that every concern is addressed and accounted for in the new system. In so doing, Edward will have included every broker within the shortest time possible and even reduced the number of broker yet still inclusive (Homburg Stierl and Bornemann 2013).
Edward can easily engage the customers through brokers in the process. This is because it is these brokers who are in daily interaction with the customers. Therefore, the same brokers can easily address their customers concerns without having to get to the customers themselves. Edward will easily make sure that the customers engaged through the brokers are representative of John and Jacob’s whole customer group (Verleye, Gemmel and Rangarajan 2014). This is because the workshop will bring together the brokers from each of the 30 branches and whatever they shall have agreed on and entrust their four representatives will be a true reflection of the customers’ demands (Brunetto et al. 2016).
Edward should consider the impacts of the stakeholders to their entire process. These impacts may include the financial support, the policymakers, and even the implementation of the systems. The guidelines to help Edward build a list of stakeholders will include: looking at the role each stakeholder will play, like policymakers, funding the project, implementing, monitoring and evaluating the project and ability to reduce resistance to change (Wise 2014).
References
Brunetto, Y., Teo, S., Shacklock, K., Farr-Wharton, R. and Shriberg, A., 2016. The impact of supervisor–subordinate relationships and a trainee characteristic upon police officer work outcomes. Journal of Management & Organization, pp.1-14.
Conklin, J., Lusk, E., Harris, M. and Stolee, P., 2013. Knowledge brokers in a knowledge network: the case of Seniors Health Research Transfer Network knowledge.
Findlay, P., Lindsay, C., McQuarrie, J., Bennie, M., Corcoran, E.D. and Van Der Meer, R., 2016. Employer Choice and Job Quality: Workplace Innovation, Work Redesign, and Employee Perceptions of Job Quality in a Complex Health-Care Setting. Work and Occupations, p.0730888416678038.
Homburg, C., Stierl, M. and Bornemann, T., 2013. Corporate social responsibility in business-to-business markets: how organizational customers account for supplier corporate social responsibility engagement. Journal of Marketing, 77(6), pp.54-72.
Madsen, P.K., 2015. Upskilling unemployed adults. The organisation, profiling and targeting of training provision: Denmark. European Employment Policy Observatory.
Nyström, M.E., Hansson, J., Garvare, R. and Andersson-Bäck, M., 2015. Locally based research and development units as knowledge brokers and change facilitators in health and social care of older people in Sweden. Evidence & Policy: A Journal of Research, Debate and Practice, 11(1), pp.57-80.
Pemsel, S. and Wiewiora, A., 2013. Project management office a knowledge broker in project-based organisations. International Journal of Project Management, 31(1), pp.31-42.
Reed, M.S., Stringer, L.C., Fazey, I., Evely, A.C. and Kruijsen, J.H.J., 2014. Five principles for the practice of knowledge exchange in environmental management. Journal of environmental management, 146, pp.337-345.
Ross, M. and Dunham, A., 2015. Reverse Mentoring: Benefits and Barriers. In Positioning Workplaces for the Future: Sustainability, Agility and Performance: APS 11th Industrial and Organisational Psychology Conference.
Verleye, K., Gemmel, P. and Rangarajan, D., 2014. Managing engagement behaviors in a network of customers and stakeholders: Evidence from the nursing home sector. Journal of Service Research, 17(1), pp.68-84.
Wise, J., 2014. Leveraging Employee Development Planning (EDP) for performance advantage. Industrial and Commercial Training, 46(4), pp.194-200.
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