Community Staffing Initiative

A meeting agenda ensures that the meeting will be a productive use of everyone's time. It can focus the attendee’s efforts and provide a structure to accomplish the meeting purpose. It defines outcomes, and important information, attendee roles and responsibilities and a meeting timeline. It allows attendee’s to prepare for the meeting as it is made available a week before. It also works as a checklist of those attending, goals and topics for discussion to make sure that all the necessary information is covered and keeps team members focused on the specific goals and stay on track with the subject matter.

University of Queensland ORGANISATIONAL BEHAVIOUR Course Code: MGTS 1601 Employee Resistance to Change Student Name: Yuanli Zhang (Phil) Student Number: 43401163 Course Tutor: Marissa Edwards Yuanli Zhang 43401163 Table of Content Introduction ------------------------------------------------------------------------ 2 Description of Problem ----------------------------------------------------------- 2 Propose Intervention ---------------------------------------------------------------4 Conclusion -------------------------------------------------------------------------- 7 1|Page Organisation Behaviour; MGTS 1601; Individual Essay; Employee resistance to change Yuanli Zhang 43401163 Contemporary business dynamics are pressuring

* Seeking feedback is important because it gives a worker some idea of how they are working - what they are doing well and what could be improved.

She must communicate with all managers and Board of Director through several conference meetings about her decisions. A strategic planning meeting will be scheduled with all members of the company to discuss future plans and actions. Gilcrist ask that each associate please be patient during this initial stage, and to make all of you aware that some meetings and tasks will be delegated to appropriate personnel as needed.

Positive leadership is important for effective team performance. Everyone needs to work together and be focused by supporting each other to achieve shared goals. It is very important that each member of the team is clear on their roles and responsibilities. Staff should have respect and understanding for their manager. The manager needs to be aware of the skills and the weaknesses within the team and be able to provide support when necessary. Training and support improves staff performance and develops confidence and team spirit.

• Find ways to get the views of people using the service (for example, through residentsʼ meetings) and respect individualsʼ contributions by acting on their ideas and suggestions.

Without the administrators and senior officials having those same positive qualities, the cutting edge representatives have no possibility of making wow administration or items. The achievement of each organization starts at the top.

As I would see it, this is one of the greatest slip-ups an organization can make. Aside from little organizations, the meeting procedure is normally very long and includes

Ensure staff are consulted and encouraged to contribute ideas on improvements to the delivery of their own professional area. Promote an open and honest working environment. Encourage communication between specialists and practitioners within the company to examine results, issues and identify solutions.

Feedback about the effects of the change and re-evaluation of the process and the expected outcomes is vital and coincides with the quality improvement activities within the practice (Dontje, 2007).

These leaders need to be able to put their teams at ease and give them a sense of comfort regardless of the impact the changes cause, whether immediately or later on. Leadership changes can impact performance in an organization. “Research on upper management issues generates two commonly asked questions. First, what are the determinants of upper managers’ dismissal? Second, what is the effect of upper-manager succession on organizational performance?” (Soebbing, Wicker, & Weimar, 2015). For example, as any business, there are rapid and sudden changes or shifts in organizations, and the Department of Health and Hospitals is no exceptions.

Do you know what really motivates your staff? The answer to this question might be more important than you think. When you put your staff to work in roles that truly suit them, the results are dramatic. For over 20 years, president and founder of New York firm Bova Enterprises Inc., Rosemary Bova, has been helping companies increase their profitability using her system of powerful managerial tools and practices: the BEI Total Management System. With two decades of development in the making, her personal approach has met with global success. An accomplished public speaker, Rosemary Bova has led leadership development seminars, presentations and conferences all over the world, including appearing in the PBS documentary “Women Working: 2000 and

The experience I had at IFC was incredible because I was able to see the inside of how this local non-profit works from a daily perspective. The moment I stepped into the reception/waiting area I could see a volunteer hard at work helping an elderly man who used a walker to fill out the simple form of what items he needed. The elderly man had trouble vocalizing the fact that he could not write well and began to get frustrated. The volunteer told the man not to worry and just make any kind of mark beside what he needed or to let him know and he would receive it. A softly murmured thank you was the reply from the elderly man. After he finished helping the man fill out the form he politely addressed me and called, the staff member I had asked

Employees who feel pushed out of their comfort zone may also resist change, due to the unfamiliarity of new implications or managers. The fear of uncertainties due to the lack of communication can also lead to resistance to change on an individual level. If employees are not informed of the needs of the change then the fear of the unknown can cause resistance.

Acknowledgment - obliged comprehension that group viability can be enhanced and enhanced group execution will prompt positive business results To get footing around these issues Hay Group connected with the board in a top group activity planing workshop. The destinations were to: a. Build up a typical picture of powerful top group working b. Make a common perspective of how the board is working now c. Distinguish ranges of quality and weakness inside of the group d. construct a comprehension of the effect of group 's administration on hierarchical atmosphere e. Concur an arrangement and an organized motivation for the group advancement The Board likewise created particular objectives speaking to need regions for enhanced group adequacy: these incorporate heading and reason, work forms and behavioral standards. In resulting assignments with Holden we have helped the course of progress process further to association. 3. The Outcome For the Board a. Another order and part clarity for the individuals from the board b. Shared responsibility for concurred business results c. Concurred meeting structures and more powerful meeting procedures d. Better influence of individual abilities and joint effort around the board table. For the business a. 20% expansion in the benefit to $285 ( in