Managerial Communication Interview

picture of the organization strategy and allowed the big picture to flow all the way down to

According to Mantere (2013) organizational strategy exhibits a division of linguistic labour, where responsibility for key concepts is assigned to particular individuals or organizational functions. Such linguistic experts oversee the proper use and maintenance of strategy language. The language-based view helps to understand linkages between institutional, network, organizational, and micro level views on strategy. It also problematizes widely held intuitions regarding the relationship between strategy and organizational outcomes. When both of them are executed well an organization will achieve best possible outcome. In business, the Structure follows strategy, which means that a corporate structure is created in order to implement a given corporate strategy. For example in the middle of operational and choice making levels numerous layers makes it difficult to see the week signs identifying with business sector opportunities and dangers which brings about wrong

Each business and organization has their own way on how the operate as well as how they organize within their organization. Different organizations have different operations, responsibilities as well as services that they provide. When organizations are operating they have certain plans, policies, and rules to develop and follow in order to have efficient strategies. When a new project is put into effect, the strategies will then need to be put into effect. When organizations such as Target implements the organizing functions of management, Target will need to use many different resources in order to aid their organization.

| 2 3.7 Describe the organizing function of management. 3.8 Identify various types of organizational structures. 3.9 Explain the relationship between organizational functions and organizational structure.

Hentry Mintzberg and James A Waters give various types of strategies to improve business and business organizations. Their strategies can be summaries into eight. They are planned strategy, Entrepreneurial strategy, Ideological Strategy, Umbrella strategy, Process Strategy, Unconnected Strategy, Consensus Strategy and Imposed Strategy. The strategies can be briefly explained below.

During our interview, the main topics we discussed were about his discharge, his ex-roommate, his new roommate and his feeling regarding his new apartment. We further discuss his support system whom he was able communicate if he needed some help. At first, the phenomenon that was occurring had to do with trust versus mistrust. In this case, trust allowed for the client to be able to express himself; thus, revealing what his needs were. The patient was a little hesitating when we touched subjects that made him uncomfortable such as his ex-roommate’s sexual preference.

The e-learning activity claims that the organization is the central component of competitive advantage as increasing the strategy of an organization is the behavior on its people. We conceive organization structure as a chart consisting of boxes in which the names of positions or designations ore personnel are written in a hierarchical order, along with the depiction of relationship that exist between various positions. For a strategist an organization structure is of much more importance. From strategy implementation standpoint, an organization structure is the arrangement of tasks and subtasks required to implement a strategy. The organization strategy is use for estimates and institute the allocation

I chose to interview Chris Bouwens. He is the owner of Professional Safety Solutions, Inc. and ProDry, LLC. Both of these companies he founded by himself. I had the opportunity to watch him take these ideas to fruition. He runs both of these companies out of the same Grand Rapids office. Each company has its own employees, logos, and phone numbers. Professional Safety Solutions is centered on hospital and construction site safety, inspections and testing. ProDry is a water and mold remediation company.

Presently, the worldview will always influence the change in an organization since everyone has a different perspective about strategy and structure before defining a strategy. Interestingly, an organization, the structure still follows strategy. Both terms, structure, and strategy are basically from the Bible since it discusses the way we organize the world and the way we observe the world. Moreover, an organizational leader should be able to reconcile opposing viewpoints without giving any fault or compromising the principle by dealing with the other in a method that fits the other best. This type of action brings into an alignment with its significance sequence accordingly, creating industrialized, marketing, and human resource strategies

Methods for coordinating organizational are planning, decision making and coordinating. Planning consist of the key management function of any expansion worker. It is the process of determining in advance what should be accomplished, when, by whom, how, and at what cost. Regardless of whether it is planning long-term program priorities or planning a two-hour meeting, the planning aspect of management is the major contributor to success and productivity. Planning is the development of shaping the organization 's goals and objectives and making the necessities for their achievement. It engages in choosing a path of action from available opportunity. The organization are always looking to design the future and imagining success. In short, planning is important for anyone who wants to survive. The purpose of organizing, leading, staffing, and budgeting is a means of carrying out the decisions of planning. Everyone is a planner if that includes work, family. Management consists effective managers from ineffective managers. However you have to set priorities,

By the end of my senior year of high school, I knew I would love to make a career out of bettering the environment and taking care of plants. With that being said, I chose to interview my former mentor Eileen Boyle. Eileen has worked for years as head horticulturist at Hagley Museum and Library, while also leading 4-H Youth Development Programs that teach students the importance of growing and managing crops. I met Eileen while volunteering at Hagley and was immensely inspired to continue towards a career in plant science. I know from working alongside Eileen in the past that communication is a very important aspect of her job. During the interview, I asked about her experiences with maintaining contact with her coworkers, her ideals on how communication in the workplace can be improved and her thoughts about case studies our class has reviewed in the past.

The process of implementing a change within the obstetrics and pediatrics units in this case study can impose a positive or negative feeling for the nursing staff in both units. With that being said, the nurses from the obstetrics units may have the feeling of being unwanted or not as important. This could be based on the fact that the facility has not made it their priority to improve the accomendation and equipment needed for obstetric patients. However, the pediatrics unit is continuously recognized by the facility and provided the necessary equipment to provide pediatric trauma services (Shaw & Carter, 2016, Chapter 19). However, with the implementation of uniting the two units together could cause negative results. While the nurses

These strategies are of significant value to how the organization looks at the long term operation of the company. These strategies are: 1. Where to put your financial and people resources, 2. Structure and processes that can deliver the strategies; 3. Metric and rewards to support strategy, structure, and process; 4. Values and behaviors required to achieve goals; ( www.managementparadise.com/forums/foundation-human)

As nurse manager Barbara is responsible for managing the staff, scheduling and budgeting for the unit. Her staff includes twenty-five registered nurses and eight patient care assistants (PCA’s). The unit is known for its culture of confrontation, blaming, and favoritism. The staff is dissatisfied, unmotivated, and not functioning as a team to deliver quality patient care. In Barbara’s first month she has lost two RN’s and due to a hiring freeze at EMU Barbara was not able to replace the positions. The unit is short staffed, stress levels are high and employee morale is low. Barbara meets individually with twenty or so staff members and comes to the conclusion that no one is happy and she has a lot of work to do. There are multiple groups that Barbara has identified issues with and she must come up with an action plan to manage the discrepancies. She has found issues in downward management which involves senior nurses, newer nurses, and patient care assistants, and in upward management including administrators and physicians,

A strategy, according to Robbins and Barnwell (2002, p. 139) is “the adoption of courses of action and the allocation of resources necessary to achieve the organisation’s goals”.