Manage Under Uncertainty Essay example

Using two Chapelhow et al. (2005) perspectives, discuss the care given to one person in practice. Chapelhow et al. (2005) have created a framework to enable a person-centred approach to be taken in all care situations. It outlines six key areas which are fundamental to excellent care delivery. These are: communication, assessment, managing risk, documentation, professional decision making and managing uncertainty.

All organization goes through issues during a period of time. The majority of the time they exist because management did not identify them on time. Whether or not if they are minor or malignant, these issues, if they are not solved in a timely manner can have a detrimental effect on the organizational structure of any company. As stated earlier in this case study, Engstrom Auto Mirror Plant faced organizational issues (lack of trust and employees’ low morale) that are clearly disturbing their social structure. They were too focus on implementing the Scanlon plan that they forget on how to prevent other issues from arising. There are a few measures that the plant could have taken to either avoid the issues from existing or improve their outcomes. By applying human behavior theories and concepts, organizational improvement outcome and strategic action for the plant will be

Team Leadership at the Texas Plant Today’s companies are challenged by frequent changes in market demands and consumers’ desires for new products and services. Companies which fail to adapt to these changing conditions often find themselves struggling to survive. This is the situation for the Texas Plant, as described in the case study by Pryor, Humphreys, and Taneja (2011). The Vice President, Human Resources Director, and Organizational Development Manager find themselves not only facing the struggles of transforming the Texas Plant, but also the difficulties of working together to achieve it. The following paper describes these difficulties and examines how the actions of the leaders impacted the change process. Recommendations to assist the plant’s leadership in moving forward will be offered.

The key takeaways from this article range from decision making models to ensuring that employers make an ethical decision. An ethical decision model is a great tool to use when faced with a tough decision to make (Inggs & Christensen, 2015). In order to ensure that a manager has made

Risk management is the term applied to a logical and systematic method of establishing the context, identifying, analyzing, evaluating, treating, monitoring and communicating risks associated with any activity, function or process in a way that will enable organizations to minimize losses and maximize opportunities. (Lecture notes)Risk Management is also described as 'all the things you need to do to make the future sufficiently certain'. (The NZ Society for Risk Management, 2001)

The analysis carried out in this work is grounded on the basis of interviews and relevant analysis of the findings from a comprehensive perspective. The topics selected are important since they encompass a wide array of factors that can critical affect a company’s performance, and their management, according to the Body of Literature, is very much needed.

BSBRSK501B Manage Risk Formative Assessments Activity 5 (1). SWOT Analysis Strength 1.Australian chain of upscale mid to high range departmental store 2.Myer has stores in all Australian states and the Australian Capital Territory 3.Variety of brands in affordable price gives consumer a lot of choices 4. Strong brand presence and reputation in Australia 5. Customer-focused service Weakness 1. Undeveloped distribution channel which serves only in some locations in Australia 2.Retail area prices are increasing still it has inadequate usage of area in showroom 3.Target consumers are present only in Australia and no global presence Opportunity 1.Foreign players are dominating retail sector so opportunity to tie up with these players Each flowchart step is placed in the “Lane” for the group responsible for completing the task (Marketing, Sales, HR, etc.).

The case study talks about the proposed takeover of Bushwhacker Mining Pty. Ltd. by Coongan River Ltd. (CRL). With the decline in gold prices, CRL has considered the option as Bushwhacker’s success in the gold industry was due to its highly skilled management team. Majority of the Bushwhacker staffs were formerly CRL staffs, which had left CRL because they did not like the way CRL was structured, in addition to its culture. The senior HR Manager of CRL, Bob Cowdrey, is aware of Bushwhacker’s management, and plans to use the takeover as a catalyst to make similar changes to other divisions within CRL. However, to achieve an effective takeover, Bob must resolve several issues that could affect the outcome of the

However, change can be a risky process that can have negative, instead of positive, consequences for the company’s future. In fact, it has been estimated that only about half of the large scale interventions succeed. With the above in mind Bruch, Gerber and Maier (2005) aimed at identifying the characteristics of a successful strategic change program by using the case of German aviation Group Deutsche Lufthansa. Lufthansa succeeded several times in successfully implementing change, as a response to the turbulent aviation market conditions between 1991 and 2004. Lufthansa’s last, and most successful, strategic change program was the D-Check. Part of what made D-Check so successful was the fact that Lufthansa’s management made a distinction between leading decisions and managing decisions. Leading decision deals with conceiving a clear goal – in other words, what would be right. Managing decision deals with finding the way to achieve the goal – in other words, how do we do it right. Therefore, before implementing change a company should clearly and conclusively resolve the issue of what change would be right and how can be done right. Key questions are the following:

Marconi PLC The case deals with two major transformational organisational changes that take place within a span of 5 years in Marconi PLC. The first change process was under the leadership of Lord Simpson who took over this large diversified conglomerate in 1996 when the company was in a mature phase, already in decline. The company was under performing, had a rigid structure, lacked a clear vision and the employees had become change averse and complacent. To recharge the company Lord Simpson lead a change process with a clear vision with a growth oriented strategy, acquisition and a cultural change process for the employees. To motivate the employers to embrace the cultural change he introduced an attractive stock option plan.

Introduction The decision is to select an action among a number of actions that solves a given problem, that prevents a problem from happening, or that forces to apply new ideas for development. The need for understanding decision making process is increasing because the complexity of modern organizations is increasing, and because the modern organizations' effectiveness depends on the decisions made by the managers. The question is how to select the most appropriate action to solve the problem satisfying all stakeholders.

The problem of two or more decision makers Applying the utility theory seems a rational choice as it can reflect the decision maker’s attitude toward risk. Still problems arise when the decision is made by more than one person. Based on their experiences within General Motors, Michael W. Kusnic and Daniel Owen have found that when there were more than one decision makers, it was less

Risk allocation is performed as part of the development of the project structure, which takes into account the distribution of responsibilities and risks during the planning, construction, financing and operating phases (Corner, 2006). The aim is to identify an efficient and effective structure that optimises the costs of the project and ensures that the risk occurrences do not damage the project (Delmon, 2009). According to Grimsey and Lewis (2007) risk allocation has two elements: optimal risk management and value for money. The first implies that the

Organizational Development Strategies Interventions In observing the Franklin Company, it is evident that there is a need for change to help the company with its present problems. The managers’ perception is that the organization is in a state of volatility. Which has resulted from a lack of growth in sales and

Unit 4 Team Exercise The invention of automobiles had been dated long back in history. From that day till now, it had not only made our lives easier but also simpler. From times back then till now many big automobile companies had came into existence, some of them were successful and some were not, thus going out of market and competition. Among them, Porsche and Volkswagen Group(VW) have emerged as one of the world leaders in automobile industry. Through years of hardwork and sheer use of technology and engineering developments, both of these companies have carved a name for themselves in their respective markets. But sometimes, bad management and several areas of conflict arise between two companies that can lead to its downfall. In this case too the CEO of Porsche, just wanted to administer each and everything according to his own ways and rules, but on the other hand the CEO of Volkswagen, even after facing huge loses wanted to continue on with his strategy because he was quite confident about his strategy and clearly had a broader outlook of the scenario. Therefore, due to having different mindsets, there was a conflict between the ideas of two which led to the decline of one of them. These conflicts can be summed up in the following couple of questions: