Db Forum 1

I am of an opinion that sharing ideas and thoughts is an essential part of communication. It can foster a better understanding of each other and issues promoting respect, confidence and new approaches. In working in a team or with young people it can enable the forming of new relationships creating better working practices and pro change and more productive outcomes.

Why is shared information so important in a learning organization in comparison to an efficient performance organization?

To gain and share information – The information you receive and give will help you carry out your work effectively.

Employee development, presents a prime opportunity to expand knowledge of all employees, facilitates cross-training, increases employee engagement, is a retention strategy, and allows to identify those individuals with high potential to support the succession plan. When developing the 1-3-year development plan for my team, I partner with HR to agree on the program, then I start by reviewing their performance reviews, I meet with each team member to learn about their career aspirations, and their areas for development, based on my observation and strategic needs, I will recommend training as well, such as leadership, conflict management, change management etc.; once the final plan is reviewed and approved, is up to the employee and myself to ensure it gets implemented.

Not only were the leaders impressed by the employees insights, they took action to address all of the problems. As a result, participation increased, communication improved, relationship between employees and management improved, and access to training and development opportunities were wide-spread. But most importantly, once the original change initiatives were introduced, employees embraced the initiatives, offered insights on how to improve their outcomes, and ensured their success.

In order to provide for ongoing improvements within the context of organizations, employee development is essential. However, generally organizations in the United States are notorious for lagging behind in terms of the recognition of the importance of employee development, particularly in relation to Asian and European organizations (Noe, Wilk, Mullen, & Wanek, 2014). Nevertheless, employee development “is a necessary component of U.S. companies’ efforts to improve quality, meet the challenges of global competition, use new technologies in producing products and services, and capitalize on the strengths of a diverse workforce” (Noe, et al, 2014, p. 153). The following sections outline the American

vital to an organization 's success. It allows for the exchange of information to be utilized within

Organizational development focuses on the underlying values of: respect for people, trust, support, power equalization, confrontation, and participation. OD suggests that the organization will achieve success in the change, have respect for its people, trust and support. This characterizes the organization as one that cares for its people. Power equalization is an important element of OD. The organization deemphasizes hierarchal power and control. The organization is looking toward change and empowerment of all employees is critical. With the new empowerment comes higher communication, and it may come in the form of confrontation. Confrontation must be addressed immediately. The end assumption of OD is a higher degree of participation. The workers as of present own the change.

This paper examines the leadership practices of managing change and employee development and how they support organizational innovation, analyze how discovery skills support innovation and successful innovators, and explore the author’s own strengths and weaknesses in using discover skills and the leadership practices of managing change and employee development. An organization that develops and fosters the right leadership culture has a competitive advantage over organizations that do not embrace the benefits of a strong leadership culture. Developing and fostering a culture of high performing, innovative leaders at all levels of an organization is more beneficial

We often do not realize that answering questions in class or engaging in conversations with friends or relatives represent giving information to the other person. For instance, helping peers interpret questions and directing a friend to my resident constitute informing. According to McLean (2010), we give out information when we enlightened listeners on issues not familiar with and when we teach them on issues unknown to them. To put it differently, a successful working team is one where members absorb information and transmit it clearly and accurately while ensuring the information remain interesting and meaningful to group members. It is therefore obvious that information sharing is vital growth and development instrument. Hence, this paper will discuss the purpose of a “speech to inform” followed by an account of my first experience delivering an informative speech in 2013.

effective sharing of information (e.g. clarifying meaning, avoiding misunderstandings, sharing of good practice, sharing of professional knowledge and expertise, encouraging contributions from others,

2. The text talks about how the employee employer relationship is changing and how employees should actively look to expand their knowledge and skills for not just the betterment of their life but to help grow and expand their company they work for. It also gives information on how the employer should help with developing the skills of their employers rather than keep them stagnate

          The Hexadecimal Company in recent years was forced to change their product market due to lower labor costs by companies in competition. With this change of product came rapid growth and systemic problems within the company. The President, John, Zoltan, decided to created an Organizational Development (OD) group to help address change and managerial style within the company. However, this OD group was not accepted well within the organization and many felt as though this group was a waste of time, energy and resources. Employees did not want to participate in the training although forced to attend.

Rapid changes in the global economic market entail transformations affecting not only the external environment of organizations, but also its internal operations and processes (Hall, 2008; Hodgetts, 2002). One important change that has altered the nature of contemporary organization is the “acknowledgement, development and systematic use of the skills and knowledge of employees” (Ramirez et al 2007, p 496). The central role of employees’ participation in the success of the organization involves not only “high performance work systems… [but] they also involve the decentralization of decisions and work enrichment that is providing employees with opportunities for involvement in decision-making and innovation.” (Wood & de

sharing of knowledge. This means that employees were motivated by rewards such as promotions or bonuses in order to share knowledge in an organisation (Minbaeva et al 2012).