Analysis Of Elizabeth Grammar 's Case Study

This assignment has been produced to provide evidence of my organisations goals & objectives, the evidence provided gives clear distinction between the goals & objectives of my organisation.

Goals within my organisation look at where we would continue to strive towards. They are long term aims. They are stated in our professional development plan stating:-

Implementing change in an organization is complicated. It is important that a manager understands their role and responsibilities for which could very well be the success or failure of an organization. A manager should know how to handle staff resistance, and the areas that require change. There are processes that help management with assisting their staff members with adjusting to change and concentrate on the areas of importance. This process includes planning, assessment, implementation, and evaluation. The difference between a failed organization and a successful manager is when the manager has the ability to implement change with little disruption to

41). A systematic approach should be used when implementing a strategic change. The first step of the process would be redesigning how the initiative is currently being administered. The process should include how employees can contribute to cost control and outline the desired performance outcomes. Employees would be coached by their direct supervisor and fellow team members to achieve the preset goals. Supervisors can assess current employees to gage their current performance and encourage improvement. In addition, leadership should recruit future employees based desired skills and replace those not meeting or not willing to align to the new desired behaviors. The final strategic step would be having system in place to measure the behaviors and reward them accordingly. The systematic framework will require strong leadership skills to ensure its

Goals must be stated in measurable terms, i.e., how can you tell you have accomplished that goal? Identify dates for accomplishing each goal.

There should be enough promotion of the goal commitment by the manager as well as the top management to see that there is always a balance between learning and performance goals and to motivate employees in achieving it. Employees pursue goals which are reasonable and obtainable; every employee should be given certain goals

There is three phase to goal-setting strategies (planning, implementation, and evaluation). The goal-setting program will be useful if the process is thoroughly carried out. For example, identifying the action and measuring the progress of each goal. The implementation portion will be to monitor the progress of each goal. The goals will change with time as an individual digest the goal itself. Lastly, receiving feedback from others, such as friends, colleagues, and family help improves the target strategy. Goal-setting creates a focus of attention and action by identifying what an individual vision of his or her life (Rohn, 2015).

- finding strategies to change the perception of the goals to more realistic and attainable.

Despite the benefits of having organizational goals, the concept in itself includes complications. Rianey (2014) suggests that the complications include “that goals are always multiple.” Due to the number of goals an organization may have, research indicates that differing goals is quite common amongst organizations. In the AMC’s case, the separation between the national and individual chapters have created the appearance that the organization as a whole has a number of goals, although more likely than not these goals are more associated with an individual chapter. Rainy (2014) argues that these differing goals often times create goal conflicts within an organization, leading to organizational ineffectiveness. With this in mind, it is quite clear to see the ways that the organization can be impacted by the multitude of organizational goals impacting the ability of the organization to be impactful.

In order to bring about a successful change, it is important to first consider the rationale for change. The organization and people being impacted by the change must understand the desire for change, benefits, and importance of supporting the change. After the change has been embraced and implemented successfully, it is essential for the organization to incorporate it as a standard practice, motivate the personnel to utilize it, and adhere to the change to influence positive

According to an article in Harvard Business Review, job enrichment can deliver desired results provided that “(1) tasks have to be authentic—i.e., the more opportunity they give employees to contribute to business objectives, the more effective they are likely to be motivationally; (2) tasks have to be motivational—i.e., the more they draw upon the motivators, the more likely they are to produce an effective contribution to business objectives.” (Paul, Jr., Robertson, & Herzberg, 1969). The authors base their opinions on the results of 5 studies that looked at the effect of enrichment specifically on salespeople, laboratory technicians, design engineers, and factory supervisors. They do feel that the results are valid for other occupations, although I would like to see evidence that clerical workers would benefit in similar

The setting and achieving of goals is a critical part of leadership. A carefully designed plan is the key to the successful completion of organizational goals. Whether you are a leader or a follower, you will be responsible for helping an organization to achieve its goals.

. 1: People with a poor sense of grammar are apt to find little favor where it is needed most, especially in the work place, wherein is needed the favor of their employers. 2: Our current community doesn't always permit us to show for our competence in it through our actions, but more so our words, and so people ought to exhibit as much character in their words as in their actions. 3: Everybody’s speech employ their intelligence and intimates to others, how neatly and orderly one packs his thoughts in his trunk of intelligence. If

Other innovative ideas and methods that Metzenbaum developed included the process of refining goals for agencies. There were numerous goals, which needs to be refined as many were neither ambitious nor outcome focused. Personally, she knew she couldn’t have time to fix them all and in fixing them, such a process would entail identifying performance champions within OMB who will be ready to lead the performance improvement process; however, this will be an added responsibility to what their specific functions already entails. She will also have to work with RMO’s to drive this process due to her unit having limited staffing resources. Metzenbaum wanted the goals to focus more on outcomes and less on activities and also wants to frame them so they can be measurable without

A successful person chooses goals to achieve something that is of great value and importance to them. This in turn motivates the person to achieve the goal because when the desired outcome is very important to a person, that person will be determined to persevere. Goal setting also improves a person 's organizational and time management skills because goal setting requires prioritization and that leads to the successful and sequential completion of necessary tasks. Once a person defines and prioritizes goals a plan should be drawn out detailing how this goal will be achieved. Goals and the time-line for their completion should be clearly defined, it is also important that a person 's