A Study On Organizational Assessment

In his analysis of companies that are able to achieve greatness, James Collins identifies the role of a “Level 5” leader as instrumental in the transformation. Collins identifies this type of leader as an individual “who blends extreme personal humility with intense professional will” (21). While they are willful and fearless, these leaders are also modest and humble. The leader is less interested in personal glorification and is more interested in the performance of the company. They are intensely driven towards building a successful company that is capable of continuing its success in their absence. In his analysis of companies, he identified that all good companies that became great had Level 5 leaders at the help when they transformed. The leaders are interested in building up their successors such that the company continues on a successful path. This is in contrast with leaders who are interested in the short-term success of a company during their tenure. Level 5 leaders are not concerned “with their own reputation for personal greatness” (Collins 26). Rather, they are willing to share credit for their success with colleagues and successors. Under egocentric leaders, Collins noted that companies would achieve particularly strong growth but they would fall apart immediately after the leader’s exit. However, Level 5 leaders seek to obtain consistent results by finding the best people and creating a

Transforming an organization is not just an ingenuous change in direction, it requires the leadership’s acknowledgment of organizational derailment with a strategy for positive change. Pryor, Humpreys, and Taneja (2011) analyzed the transformation of a Texas organization that encompassed dynamic changes of strategic transformation in action. The transformation began with the Corporate Headquarters acknowledging the significant negative numbers of the Texas Plant. The Texas Plant had substantial differences as compared to its sister plant. Their conversion rates and production speed drove the costs of the Texas Plant to closure consideration. Moreover, the Texas Plant’s character of leadership discouraged recommendations for

The Institute of Medicine (IOM) introduced five core competencies for healthcare professionals, to improve the United States healthcare system: provide patient-centered care, work in interdisciplinary teams, employ evidence-based practice, apply quality improvement, and utilize informatics (Institute of Medicine of the National Academies, 2003). IOM insists that should all five competencies are met, quality patient care can be achieved. Thus, healthcare organizations need to continually seek quality improvement in order to enhance patient care. The organization need to revamp their current charting system, in order to improve patient care.

Brief surveys are conducted on a regular basis by the customer service department to ensure quality is consistent throughout the organization. The Federal Drug Administration (FDA) conducts audits of all manufacturing sites to ensure the proper goods manufacturing practices are followed. The FDA also reviews all standard operating procedures (SOPs) relating to product manufacturing and handling.

As a BSW student in the VLC program at the University of Calgary, it is my responsibility to be aware of the policies and procedures surrounding student conduct. This awareness allows me to demonstrate competence in my studies. For example, by reviewing the course outline for SOWK 306 I am aware of my learning expectations, the class schedule, and the due dates.

Today’s workforce is not what it was years ago. Times have changed. Management has shifted and leaders are scrambling to find new and innovative ways to maintain their success. In a successful organization, employees and management share the same goals, communicate effectively and adapt to change. Creating a successful organization can be difficult. However, it can be done through the use of effective leaders, goals, strong communication and a balance between departments. While trying to maintain a successful organization requires a lot of work, it is almost inevitable that establishments will fail and issues will arise.

I thoroughly agree with your post. You have some very insightful points. I strongly agree with your statement in regards to a company is only as strong as their workforce. Furthermore, it is imperative for organizations to ensure that they create an atmosphere that is inviting, motivating, and definitely promotes job satisfaction. Also, employees want to have a voice in the company as well. Moreover, Chip Conley’s talk definitely highlighted some very key aspects in regards to understanding that organizations need to go beyond just measuring the tangible things but focus on the areas that matter most to many employees which are the intangibles such as respect, trust, security, healthy environment. Essentially, these elements help to foster in higher productivity, increased profits, loyalty and less turnover. All the more, when organizations develops ways to deliver on these paramount factors, it can satisfy employees and help create a stronger, more stable and profitable outcome.

Henrietta: Pam Gilmore enjoys working with others here at Master Media and she is a reliable agent. She is always on time for her scheduled shift and remembers all passwords. Pam does well reviewing her updates before taking her first call. She does display good listening skills. Pam listens to her callers and she will do all she can to meet their need. Pam has a kind customer service demeanor; however she does seem easily frustrated at times. Even in the mist of frustration she is very respectful of her tone at all times. Overall, I encourage Pam to be more positive in the workplace. Often she has a difficult time understanding policies and procedures. When these policies and procedures are explained Pam agrees and does what is right

Hospital AB and Health Center is a community based acute care general hospital. The hospital is proactive in seeking methods to identify and provide all sources of community benefit and charity care. The mission of the hospital as stated in administrative service manual policy 726 (2005) is “With caring and compassion, we will improve the health and quality of life of the people we service.” The purpose of existence of the hospital is the commitment to patients and community to first understand their needs, second to provide services that meet these needs; and third, the recognition that service and clinical excellence are only achieved if they are delivered with caring and compassion.

Since 2011, Mountaire has sought to reinforce a culture of operational excellence through the development of leadership skills and strategic understanding through the Six Pillars employee development program. Since its implementation, enhancements have been made to ensure, that this program continues to be foundational for Mountaire’s continued success. With an increasingly competitive market, however, it is our desire to expand the development of our people’s competencies and skills. To this end, I am pleased to announce the growth of employee and organizational development initiatives at Mountaire through the rollout of Mountaire University.

Bay State Medical Center’s mission statement is to improve the health of the people in our communities every day with quality and compassion. This mission statement is very clear and I am sure that every hospital has this very same mission in mind for just being in the system of health care. Bay State Medical Center also has forecasts for the future of Health Care and look at themselves with a vision for the Hospital of the Future. This vision is named “Vision 2025” according to their online website and they look to the future of the hospital with goals of having surgical precision, robotics and patient simulation and how medical students will be trained. Currently every health system is looking at a

In 1989, David Packard, the co-founder of Hewett-Packard put into writing the company’s organizational values which was to be used as the HP’s way and also use as a management tool and as a criteria for daily decision making. These company values have been reinforced by the company’s current CEO, Meg Whitman and they are: 1. Integrating critical opposites- to create an organization that sustain its competitive advantage regardless of the

High-performing organizations do not achieve their success through serendipity; success in the business world requires a planned and coordinated effort on the part of the workforce. This effort springs from abilities of an organization’s leaders. The entirety of the Business Policy Seminar has been an exercise in

Organizations that strive to excel in aspects of innovation, competitiveness, and performance must have clearly defined core values that are executed by specific learning disciplines (Senge, 2010). Giesecke and McNeil (2004) stated, "A learning organization is an organization skilled at creating, acquiring, and transferring knowledge and at modifying its behavior to reflect new knowledge and insights" (p. 55). In the pursuit of defining specific practices that would produce an ideal learning organization, Senge (2008) proposes five disciplines that include, "...systems thinking, mental models, personal mastery, shared vision, and dialogue" (p. 1). In this application paper I will analyze each of the five disciplines discussed by Senge (2008) and discuss how they can be applied in an organization such as the high school where I am currently teaching to address specific areas in need of improvement.

Organization development grew out of the human relations traditions of the 1940s and 1950s, and it has had enormous influence on management practices and thinking about how organizational effectiveness can be achieved. Critical manpower and resource shortages faced by all organizations, public and private, during World War II and in the immediate post-war years stimulated a search by social scientist and managers, separately and in cooperation with one another, for effective means to maximize the utilization of existing individual and organizational resources. (Ritcher, I 2007). Organization Development was by tradition about planned change efforts, instituted to enhance organization effectiveness within the context of the traditional, hierarchical, management-as-experts, top-down era. The legacy of leaders and organizations developed in this context remain. Organizational Development is about how organizations and people function and how to get them to function better. Organization transformation signals the need to transform mindsets, engage people and make the deep shift to the ongoing mutual learning environment needed for the long-lasting change characteristic of our world today.