What I Know About The Business, Mission And Culture Of The Company As A Whole

Explain how the ethos, mission, aims and values of a school may be reflected in working practices.

The purpose of this paper is to discuss the importance of accountability, communication, and timeliness because I was late to accountability formation. I need to be aware of what can happen when I make irresponsible decisions and how the repercussions can negatively affect me now, but also in the future.

The person that the office has been accustomed to is someone that gives the workers room to use their good judgment when making decisions. The prior leader allows them t come to her when

The position she eventually accepted put her on the administrative team of “a very talented president.” This person was supportive of her taking leadership

Fabletics is a subsidiary of JustFab. It is an online subscription retailer that sells women sportswear and accessories. Fabletics offers customers a personalized outfit every month based on the lifestyle they have and what they like to wear; their fashion preference. It is based on membership, $49.95 per month, and offers the customer the option to skip any month without any obligations of purchasing any of their monthly choices. However, if a customer does not skip the month that they have no intention of buying an outfit, their credit card will be charged the monthly fee and they will be given a credit on their account to use whenever to select an outfit from their

She was also provided verbally her expectations from her job and went to one day training before she started the

Throughout my schooling career I have often taken on the role as a leader. Consequently, a great deal of power is placed upon my shoulders as I am often the one making the final decision. As such, I am always accountable for my actions and my group’s actions. Being the leader, if I am not accountable this creates a negative precedent showing the group that being accountable is not important. Thus, a group that is not accountable for their actions fails as no one is able to fess up to their mistake and move forward to a solution. I see this first hand when playing hockey. When a goal is scored, players will often blame the other players for the team’s failure. This causes issues because if no one is accountable for their actions then no change can be made and the system continues to fail. If the players became accountable they would be more effective in leading change and developing a better plan to prevent goals. This is on a small scale however, accountability effects much larger groups and leaders. If leaders are unable to be accountable, then their leadership is ineffective as they will never be able to move

One who takes responsibility for those who works under his or her authority needs to have accountability at all times.

Accountability is important, because without it, there's no where to place the blame when mistakes occur. In fact, accountability covers more than just blameworthiness; responsibility, answerability, and liability also come into question when discussing the importance of accountability. The very application of the word, describes a system, in which actions, decisions, and policies are all accounted for (or: kept track of, recorded, and assessed and evaluated). Accountability can even extend into the administration of new policies, that are rendered due to obsolete rules and regulations or just out-right compliancy issues; the governance of decisions that define expectations or verify one's performance-- as well as managing and guiding

By the same token, when treated everyone fairly regardless if the employee is new or has been with the organization for a number of years when they make a mistake the leader must hold them accountable. Leaders must have the courage to hold other’s accountable for their actions. There is a reason why a person is a leader and one of the beliefs are that as a leader you will hold your direct reports accountable and will deal appropriately with the weaker direct reports. (Bushey, p. 15)

She needed to stop thinking about herself and let others help her do her job instead of being so prideful and trying to do everything herself and have the risk of doing

One of her working goals is to train local people eventually to take over her duties. This proved that she wanted to give to people rather than

It is important to note first, what accountability is. I will state why it is important as well as go over scenarios in dealing with accountability.

“Accountability is an obligation or willingness to accept responsibility or to account for one 's actions (http://www.meriamwebster.com/dictionary/accountability)”. To be accountable you must learn to lead the way by evaluating yourself and asking questions such as: “What am I doing well?”, “What can I be doing better?”, “Are my priorities in place?”, “Are there some trainings that would be helpful for me in my development?” These evaluations must become a daily event in order to be accountable effectively. According to Covey, “there is no effectiveness without discipline and there is no discipline without character”. In addition he added, “Great leadership begins first with character”. There must be a foundation for everything leaders do. We may ask, “How does great leadership build?” First, in order to be a great leader you must build good character. In other words you have to learn to develop yourself. For a leader to be accountable they must be proactive by acting at the moment. They must expand their objective which will guide them. In addition, they must have a great vision and a purpose in life and for their Organization. A great leader must have missions that state exactly what their objectives are, which will align their behavior with goals and values into the organization.

A manager is responsible for the work of their people, inasmuch as a consistently underperforming employee relies on the direction and feedback of an effective manager. Like it or not, the system of a performance cycle was put into place to force a manager to give feedback to their employees. Every year, managers have an opportunity to assess and then reassess their employee’s performance, and every year in kind, they fail to reach the mark. There are two things a manager does, or fails to do, that contribute to the success and failure of a performance cycle: fail to give real time feedback and midcourse correction when necessary and give honest feedback during the appraisal. By utilizing the steps of the Critical Incident Method they can attempt to add value back into the system. Business Dictionary online defines the critical incident method as, "Situation analysis technique in which actions or behavior of an employee (during, for example, a customer service event) is recorded and examined to ascertain the actual requirements of a successful operation” (BusinessDictionary.com). By consistently doing these two things, recording and examining behavior, value can be added back into the performance cycle.