The Twelve Steps of Alcoholics Anonymous Assignment

The Twelve Steps of Alcoholics Anonymous - Assignment Example As I entered the spot, I discovered individuals sitting and standing arbitrarily. I snatched a seat close to the window and saw individuals; some making proper acquaintance, some halting, and some simply minding their own business. The gathering initiated at the executive read the Preamble, and drove the petition. Various individuals read the short writing of AA subsequently. In this Step Meeting of 10 minutes, I sat and tuned in to the â€Å"steps†. My interest in the AA thing was expanding. The Chairperson announced the progression that would be talked about. I was so astonished to see that the chaperons of the gathering were unashamed evidently that I can't generally review what step that was. Subsequent to perusing the progression part from Twelve Steps and Twelve Traditions, the chaperons were inquired as to whether they had any past experience identified with the progression and if any of them would accept that as an open door to impart it to other people.  The most fascinating piece of the entire gathering was to watch others portray their own encounters and battles with liquor and drawing their connection with the progression being talked about. Individuals began talking during the gathering. They began by telling their name and status as heavy drinkers to one another. In a steady progression, each specialist stood up, said his name, portrayed his story, got audience’s hails and settled down. â€Å"In the least complex structure, the AA program works when a recouped alcoholic goes along the account of their own difficult drinking, depicts the restraint the person in question has found in AA and welcomes the newcomer to join the casual Fellowship† (drunkards anonymous.org.uk, 2014).  Of all the various sorts of signs, I found that the most conspicuous reasons for liquor reliance were sociological and mental.

Information Processing Theory Research Paper Example | Topics and Well Written Essays - 1000 words

Data Processing Theory - Research Paper Example This paper will feature the hypothesis and display and investigate how its application in understanding the issues of kids with uncommon necessities. For the mind to play out any of its capacities, it receives a legitimate request of handling data. The data handling hypothesis is similar to the working of a PC. The hypothesis addresses three pieces of the cerebrum. These incorporate the tangible memory that gets all tactile information. The short memory effectively forms the apparent upgrades through a few psychological procedures. The parts of example acknowledgment and consideration come in near assistance the short memory process the boosts. Subsequent to preparing, other complex techniques move the data to the drawn out memory. Recovery regularly happens from the drawn out memory. Data in the transient memory is available for constrained measures of time and frequently experiences rot after time passes. In the social setting, Crick and Dodge built a model that features the stepwi se way wherein the human brain forms meaningful gestures from the purpose of gathering to the creation of reaction. In this model, it turns out to be certain that the mind doesn't react to upgrades without handling. In actuality, a few stages are fundamental for the human cerebrum to deliver an important reaction (Flood, Hare, and Wallis, 2011). In the underlying phases of the social data preparing, the mind revels effectively in the encoding and making understandings out of signals from the social setting or interior sources. The understanding procedure incorporates investigation of causes, thought of both self and derivations from others, objective appraisal and past execution assessment. In the subsequent stage, the mind utilizes a few systems so as to explain the objective of the procedure. In the wake of accomplishing lucidity on the social objectives expected, the mind at that point enjoys instruments that outcome to pertinent systems planned for delivering viable reaction. Re collections, social standards, and commonality of the circumstance assume a pivotal job in deciding the methodologies received. The cerebrum at that point breaks down the subsequent reaction fundamentally as indicated by virtues, cultural desires, and surveying the potential response from the others. In conclusion, the human psyche gauges its ability to sanction the last reaction. At long last, choice of the best reaction and the related social code happens (Flood, Hare, and Wallis, 2011). Kids with extraordinary requirements depict inadequacies in the social data preparing. A representation is the situation of kids with Asperger condition who depict a scope of incapacities in the procedures portrayed in the Crick and Dodge model. Past research recommends that youngsters with this condition introduced challenges in attribution of their purposes, age of proper reactions and assessment of the significance of the reaction (Flood, Hare, and Wallis, 2011). It gets fundamental for uncommo n requirements instructors to comprehend the challenges of kids experiencing this disorder so as to assist them with improving in the handling of social viably. Tur-Kaspa (2004) utilized a similar social data handling model to survey the learning handicaps

How to Do Workforce Planning

How to Do Workforce Planning © Shutterstock.com | ImageFlowIn this article, you will learn 1) about the introduction what workforce planning is and why it is necessary, 2) workforce planning essentials the hows of planning, 3) stages in strategic workforce planning, and 4) workforce planning tools.INTRODUCTIONWhat is Workforce Planning?Workforce planning is the ongoing process by which the objectives and priorities of an organization are sought to be met by optimizing human resources. Workforce planning is one of the most vital factors that contribute to organizational performance. Planning your workforce helps you to align it with your companys business plan. It makes it possible to focus on your organization’s staffing needs. Workforce planning helps manage the organizational culture and makes it easier to anticipate and handle risks.Why is Workforce Planning Necessary?Workforce planning is necessary because it helps to identify workforce issues, set workforce goals and objectives, and to formulate workfo rce strategies. The key reasons for workforce planning are:To incorporate a smooth business cycle. It is possible for you to smooth out your business cycle by incorporating processes that ensure optimal utilization of available talent resources. The payoffs are huge.To minimize delays. When the right number of employees is allocated, production goals are met.To induct the right talent. Having the right kind of talent in your workforce means that production development is optimized.To give employees a shot at self-development. Since a lot of new and existing resources are trained to be up to the challenge, it creates a new avenue for employee skill development.To identify problems and to prevent problems at an early stage. Human resources is undoubtedly the department that is closest to your employees. It is entirely up to the HR department to proactively observe any problems, however minor, and report them to management.To avoid surprises. Human resources is often faced with the dil emma of having to fill up positions that are vacant due to a sudden employee turnover. Often times, the balance in the workforce is seriously challenged by a surplus or shortage of talent. Good workforce planning ensures to a large extent that such unwanted surprises are kept to a minimum and that enough time is always at hand to fill vacancies without affecting production or services.To take advantage of opportunities. Depending on the efficacy of your workforce, you will have to decide between fire fighting and taking advantage of new opportunities. When management is efficient, it will free up enough time for HR professionals to partake in talent-sourcing opportunities.To build a positive image for your business. A well managed business that is always prepared to face any emergency and eventuality creates a positive image for itself in the industry. A firm with a credible image lures in CFOs and investors.WORKFORCE PLANNING ESSENTIALS: THE HOWS OF PLANNINGKey Areas of Workforce P lanningWorkforce planning, though a very interesting process in itself, is difficult to define, especially when it comes to creating a step-by-step chart of activities involved. However, these activities can still be broadly classified as follows:Forecasting talentTalent forecasting is a process by which future talent requirements are predicted and planned. There are four primary components of a talent forecast:An estimate of the future performance of the company in terms of growth, output and revenue.An estimate of the changes in talent necessary to cater to the growth of the company. This includes both quantification and allocation of employees.An estimate of future vacancies in the workforce that need to be filled proactively.An estimate of human resources available both within the organization an outside that will have to be inducted to meet forecasted company goals.Creating action plansAnother big challenge in the workforce planning process is the need to create talent action plans. Talent action plans should not only deal with inducting talent, but should also demonstrate how talent can be retained and re-deployed. There are three general activities of talent action plans:Inducting the requisite talent and leadership. It is important to identify external sources from where future leaders can be inducted, so that the company never falls short of key talent.Ensuring internal growth and development of key talent. As much as it is important to find key talent externally, it is equally important to groom internal human resources to cultivate future leadership within your company.Forecasting and bridging gaps between talent requirement and availability. It is extremely important to understand where exactly your company stands in terms of key talent and leadership resources. It is also equally important to forecast future talent and leadership requirements of your company and take necessary steps to bridge the gap between requirements and the supply of talent. Integrating and implementing plansA plan, however good, will only be useful when it is correctly implemented. A plan will only be successful when it is compatible with the future requirements of the company. Also, every plan needs to be integrated with each and every aspect of HR. A healthy discussion before the actual implementation ensures that the plan has adequate support across the workforce. Discussing also helps identify hindrances or objections to implementing the proposed plan. As far as objections are concerned, most of them can be sorted out by offering rewards and engaging in effective communication.Major Components of Workforce PlanningThere is no generic formula or accepted list of components for a workforce plan. However, there are certain components that are common to most workforce plans. They include:Forecasting and assessing: Forecasting and assessing ensures that the current and future requirements of an organization are documented. Assessment has to be done in m ultiple areas such as labor costs, company revenue predictions and growth rate predictions.Designating plans: Succession planning involves identifying and developing internal talent in order to designate newer and bigger responsibilities. Succession planning ensures the ready accessibility of experienced employees.Developing leadership: Leadership development is the process of periodically training highly-prospective employees to take on bigger challenges in the form of leadership roles.Recruiting relevant people: It is very important to make a proper estimate of head count, open positions, employment locations, recruitment timing, etc.Retaining and re-deploying: Along with identifying fresh sources for inducting new talent, it is imperative for a company to have in place a system to determine and control employee turnover.Creating contingency plans for your workforce: It is always helpful to try and forecast what percentage of your workforce is going to be contingent and classify c ontingent employees by position and grade.Performance Mapping and Management: Performance management is a process in which employees and managers discuss and decide what an employee’s work objectives should be. Performance mapping helps managers get the desired output from their teams via training.Career counseling and internal opportunities: Career counseling should be a top priority for a manager. Career counseling helps employees manage and plan their careers and helps them move up the ladder.Levels of Workforce PlanningIn generic terms, there are two levels of workforce planning strategic and operational workforce planning.Strategic Workforce Planning: Strategic workforce planning is concerned with all strategies pertaining to the organizations strategic plan. It addresses external factors that impact the business, like budget cuts, and decides on the appropriate response by the company. It helps to maintain equilibrium in the workforce by introducing in-service training, and helps managers in mitigating risks.Operational Workforce Planning: Operational workforce planning happens at the manager/supervisor level and it takes care of work-unit issues, e.g., the units capability to successfully implement the companys business strategies.STAGES IN STRATEGIC WORKFORCE PLANNINGStrategic workforce planning (SWP) is crucial across the organization and especially in departments like human resources, recruiters and talent acquisition professionals, and for line managers and the general staff. SWP is carried out in three discrete stages the planning stage, the development stage and the implementation stage.I. Planning StageIn the planning stage, four activities are carried out:Reviewing organizational strategies and workforce goalsWorkforce goals are vital in that they address key workforce issues. Desired outputs are stage-managed although specific strategies and performance measures cannot be accurately determined. It is best to restrict setting workforce goals to include only the most critical business issues like managing and reducing employee turnover in core positions, channeling recruitment initiatives to support particular programs, fulfilling certain region-based staffing requirements, preparing for retirement of key staff including managers, senior technicians, etc., creating a decentralized workforce by cross-training employees, and enhancing employee performance to meet newer requirements.Accessing planning data and performing workforce profiling (if needed)This also includes operational and management planning and environmental scanning. Workforce profiling is done based on criteria like:SpecializationTenureLocationAgeGenderKnowledge, qualifications and skill setsEmployment typeDefining workforce requirements (by assessing current and future skills demand)Identifying future demand for skills of the workforce is the primary reason behind creating workforce requirement definitions. It is of utmost importance to identify all conce ivable scenarios based on future trends. Workforce planning should also include a comprehensive list of all current skill sets that will no longer be applicable in the future. At the same time, all possibilities for newer skills should be accounted for and plans should be made to recruit suitable talent in order to bridge current and future workforce gaps.Researching the marketMarket research is a dedicated study of target markets and potential customers. Market research helps a company maintain a competitive edge over their rivals. The methods used in market research include both statistical and analytical techniques. Market research dictates how a product can be marketed and what segment(s) of the customer base needs to be targeted. The following information can be derived from a well-accomplished market research initiative:Information about the market: This includes information about the different commodities already available on the market, along with their prices, target segmen ts and the overall supply and demand scenario.Market segmentation: Market segmentation takes into account the various deviations in the market like geographical and demographic differences, technographic and psychographic differences, etc. Market segmentation basically divides the market into subgroups with similar driving forces.Market Trends: Market trend analysis is the study of the fluctuations in a market over a period of time.SWOT analysis: Strength, Weakness, Opportunities and Threat (SWOT) Analysis is a comprehensive analysis of any business entity that is carried out right from the initial phases of the company and is performed throughout the life-cycle of the company. A SWOT analysis helps your company to decide what product to develop and how to market it.II. Development StageThe development stage activities are classified as follows:Modeling the workforceWorkforce modeling is the process by which current and future workforce requirements are matched to workforce availabi lity. Components of an ideal workforce model include:Demand management: Demand management is the process of tracking workforce demand at both macro and micro levels.Employee availability: Employee availability is the calculation of workload and responsibility areas, including work hours and shift timings for each employee in the organization.Employee preference: Employee preference is the process of allocating work, work hours, etc. according to an employees preference. The aim is to create goodwill and job satisfaction among employees.Workflow management: Workflow management is the process of automating otherwise manual tasks like time-off approvals, shift-change approvals, etc.Workforce optimization: Multi-dimensional optimization of cost,  overtime  and  employee satisfaction are some workforce optimization techniques that are aimed at creating comprehensive and accurate schedules.Developing resourcing strategiesResourcing strategies depend a lot on a planning strategy known as s cenario planning. Scenario planning takes into account several alternate future scenarios, so as to help frame present-day decisions and policies. A well-made scenario also incorporates certain twists and turns into the simulation to account for changing environments in the future.Performing a gap analysisGap analysis is a performance metric that compares actual performance with desired or planned performance. Gap analysis identifies gaps between the planned allocation of resources and their actual allocation. It offers a comprehensive study of resources like HR, business processes, business direction and information technology.Engaging the resource planEngaging the resource plan with your business should take into account the three core resource areas labor, equipment and materialsLabor: Labor refers to all echelons of your workforce, including contractual employees. Planning labor includes identifying and assigning tasks and roles to all employees in order to accomplish all plann ed activities.Equipment: Equipment planning takes into account the various kinds of equipment that will be necessary to complete the planned activities. It includes office equipment, telecommunications equipment and heavy and light machinery (as applicable).Materials: Materials planning takes note of all consumables that are required to accomplish the planned activities. It includes perishables such as paper, ink cartridges and stationery, and non-perishables like concrete, bricks, steel, wood, etc. that are necessary for producing physical deliverables.Submitting the workforce plan for approvalAfter the workforce plan is formulated, it needs to be approved before it can be implemented. Before submitting the workforce plan, the planned budget must be in sync with the annual budget cycle. After submission, appropriate feedback on the workforce plan will be collected from the authority concerned with perusal and approval.III. Implementation StageOnce the workforce plan is approved, it needs to be implemented. The various activities performed during the implementation stage are:Implementing and measuringThe implementation and measurement stage takes care of all the changes to be effected in the domains of technology and infrastructure. It introduces new or revised efficient processes, modifies existing policies and formulates new ones. Staff training and career development measures are undertaken and steps are taken to facilitate employee recruitment and enhance employee retention. It is also in the implementation stage that succession planning is done and flexible staffing arrangements are introduced.Integrating workforce strategy with other planning processesIt is necessary to integrate workforce strategy with other planning processes, the most important of them being succession planning. This integration with succession planning consists of:A comprehensive study of the skills and competencies required for each key position, both in the current scenario and in the future.Assessing whether the requisite competencies are gender and race-neutral.Assessing whether incumbents are vulnerable to loss.Formulating and recommending replacement strategies for each key position.Identifying talent pools for particular areas of operation and assessing their skill and readiness.Reviewing, evaluating and identifying workforce issuesReview and evaluation of workforce plans is generally done after 12 months of implementation. In this phase, it is assessed whether further refinement of policies and processes are necessary. Also, staff training and development plans and policies are reviewed and changes, if any, are recommended. Workforce plans are updated and any necessary changes are considered in this stage.WORKFORCE PLANNING TOOLSWorkforce planning tools give you the necessary leverage to effectively plan and develop your workforce over time. Below, we discuss a few good workforce planning software options.PARiMPARiM is a cloud-based workforce planning a nd management software. It has three self-service portals, one each for management, staff and clients.Functions: PARiM minimizes time and paperwork.PARiM allows you to store a large amount of data including detailed information about employees. This allows you to quickly browse through employee qualifications and skill sets to select the right person for any given job. It facilitates audit trails by maintaining a complete log of transactions along with IP addresses, time-stamps and users.Since PARiM is cloud-based, it allows remote access to information. PARiM is HIPAA and ISO 27001 compliant. The information stored uses Amazon Web Services and is secure.PARiM allows employee self-service.PARiM facilitates absence and holiday management.PARiM supports both iOS and Android platforms and allows employees to clock in and out from their laptops, tablets and mobile devices.Price per month: Starts at $25.32 per month. Offers include a free trial and payment options of prepaid and pay as y ou go.RepliconReplicon is an online workforce planning and scheduling software that uses an online calendar to manage employee work schedules.Functions:Replicon allows you to compare actual work hours with scheduled hours to track discrepancies.Replicon makes it possible to track which employees are assigned what tasks and when they are scheduled to work.Replicon provides a dynamic work schedule by allowing you to adjust employees work schedules to account for time off and unscheduled leaves.Replicon allows you to track regularly performed activities like meetings and training sessions.Replicon provides employees a detailed, schedule-oriented view of their short-term and long-term goals.Price per month: Starts at $22 per user per month and includes a 14-day free trial.BambooHRBambooHR is a personalized HR software for small and medium businesses. It provides a simple, paper-free user interface that consolidates all employee and human resources information into one single system, all owing you to efficiently track and manage multiple human resources activities.Functions:BambooHR allows you to create a comprehensive employee profile directory that includes customizable fields. It has a completely customizable interface.BambooHR allows you to track training and benefits.BambooHR provides job and salary history on demand and allows employees the option to self-serve.BambooHR allows online document storage with custom access permission.BambooHR allows you to track, approve and report employee time off.All reports on BambooHR are fully customizable and offer custom alerts.BambooHR supports multiple languages and currency platforms.Price per month: Starts at $6 per employee per month. Offers include a 7-day free trial without a credit card.

Mark Twain s Adventures Of Huckleberry Finn Essay

Lindsay Harris Period 8 AP Lang 4/28/16 Journal Assignment 1 The question of morality is very prevalent in Mark Twain’s Adventures of Huckleberry Finn. Main characters Huck and Jim have different understandings of what is moral compared to what is moral in today’s society. Morality is being able to make the distinction between what is right and wrong or good and bad behavior. Due to Huck’s rather strange and rough upbringing he has a different understanding of what is morally right compared to what others people may think. Hucks understanding of morality depends of his self benefit. Huck bases what is right and what is wrong on if the outcome affects him. For example robbing people doesn t seem wrong to him because he is the one that benefits at the end. Most people base their morals on the bible, or their religion. People look toward religion to decide what is right and wrong. They pray to their God hoping to receive guidance. When Huck tries this he prays for things he wants and when does not receive what he wants he sim ply decides this whole â€Å"God† thing is a hoax. In Chapter 3 there is a description of the time Huck tried to pray to God, â€Å"Then Miss Watson she took me in the closet and prayed, but nothing come of it. She told me to pray every day, and whatever I asked for I would get it. But it warn’t so. I tried it...I must help other people, and do everything I could for other people, and look out for them all the time, and never think about myself. This was includingShow MoreRelatedMark Twain s The Adventures Of Huckleberry Finn1216 Words   |  5 Pages Shaw English 2 Honors/Pd. 8 5 June 2015 Is Mark Twain Racist? Alveda King once stated, â€Å"Racism springs from the lie that certain human beings are less than fully human.† Mark Twain supports this belief when he composed his novel, The Adventures of Huckleberry Finn. 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Twain’s use of dialect, language and symbolism expr ess the Realism era and creates a powerful masterpieceRead MoreMark Twain s The Adventures Of Huckleberry Finn2015 Words   |  9 Pagesthe latter nineteenth century, the famous author Mark Twain, less commonly known as Samuel Clemens, produced The Adventures of Huckleberry Finn. A few years prior to the publishing of The Adventures of Huckleberry Finn, Mark Twain released possibly his most famous book, The Adventures of Tom Sawyer, which is very much an adventure novel. In the early chapters of Twain’s sequel, it appears that ¬Ã‚ ¬Ã‚ ¬Ã‚ ¬ The Adventures of Huckleberry Finn is another adventure novel, and that it is just following a differentRead MoreAnalysis Of Mark Twain s The Adventure Of Huckleberry Finn 1064 Words   |  5 PagesKirubel Sharpe Mr. La Plante Honors English 11 AA Fifth Hour 8 January 2015 Unit IV Essay Mark Twain argues that â€Å"self-moral code† votes society’s â€Å"moral code† in determining what’s right or wrong. He supports his assertion by juxtaposing Huck Finn s believes to society’s morality and making fun of the idea of speeches. In order to manifest his beliefs to the readers, Twain uses Juvenalian satire and irony to demand society to second guess the moral codes set by society and instead for each personRead MoreAnalysis Of Mark Twain s The Adventures Of Huckleberry Finn752 Words   |  4 Pagesit. In the 1880s classic American novel, The Adventures of Huckleberry Finn, Mark Twain urges individuals to release themselves from the current bonds of society to achieve a greater level of happiness. In order to reach the greater level of happiness unreachable in the current circumstances of society, individuals must learn from and mimic nature’s methods which nature utilizes to better itself. Analysis of Literature Critics generally agree Mark Twain intentionally uses nature, more specificallyRead MoreAnalysis Of Mark Twain s The Adventures Of Huckleberry Finn1322 Words   |  6 Pagesneeds to have the feeling that he is surrounded by characters of reliance and assurance. Huck Finn has a highly different perspective of the world opposed to the people who surround him. Most importantly, Huck struggles heavily on determining the difference between right and wrong because of the people around him that influence him. He makes his decisions based upon past experiences dictated by trust. Mark Twain makes the choice of a social satire because having Huck tell the story allows the reader toRead MoreAnalysis Of Mark Twain s The Adventures Of Huckleberry Finn Essay1936 Words   |  8 PagesCHAPTER –III HUMANISM IN MARK TWAINS NOVELS A study of Mark Twain’s Adventures of Huckleberry Finn is an adventure in understanding changes in America itself. 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In Mark Twain’s The Adventures of Huckleberry Finn the setting is somewhere around 1840 in the areas surrounding the Missis sippi River, and there were different standards back then regarding race. Twain has his characters fit the mold of how someone back then would talk and how they would act, and racism is a part of that. In The Adventures of Huckleberry Finn, Mark Twain uses realistic elements such as regionalist dialect and the characters’

A Clear Picture Of Your Discourse Community - 1361 Words

Michael Fathalla ENC 1102 Professor Eric Murnane March 10, 2015 Data Analysis Present a clear picture of your discourse community. Who are its members? What specialized language/texts/rituals are associated with it? Why should it be studied at all? You should have discussed these ideas in your research proposal. Here is where you realize them with materials you gathered from your discourse community. The Pre-Professional Medical Society or PPMS is an organization on the University of Central Florida’s main campus. It specializes in the healthcare profession in general. Any student who is pursuing a degree and a career in the medical field can join PPMS. PPMS is a public organization that communicates with its members through email, an up to date website, and monthly meetingings. Also, the emails and website are used to inform members about events that the organization will be holding, for example, a medical symposium, 5K charity run, and many other events. Meetingings are used to provide more information but more importantly, it is a time where officers communicate with members and hear feedback about recent events and suggestions for the future. PPMS publishes a monthly newsletter that is available online for everyone to see (ppmedsociety.org). Also, members who attend the monthly meeting get a physical copy of the newsletter. In addition, PowerPoint or Prezi is used during the meeting to engage attendees while each officer talks about announcements about theShow MoreRelatedThe Ethics Of Discourse Communities959 Words   |  4 PagesDiscourse communities are groups of people who share similar values, goals, and ways of communication. Although it is more of a broad definition, to me discourse communities can be more simplified. My definition: sharing the same experiences, individual passion, and journey as your destined group. Even though high school is bygone, the Langston Hughes Volleyball Team is still considered my discourse community. 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Unprotected Speech: can be arranged into vulgarity, words that beg to be defended, deceitful deception, backing of fast approaching rebellious conduct, and slander. Dangers are additionally regarded as unprotected discourse since they constitute terrorizing. Words that need defendingRead MoreSpringboard Diving As A Discourse Community2107 Words   |  9 PagesSpringboard Diving as a Discourse Community The world of diving has been around since the 1800’s and has been seen at the Olympic games since 1904. It first started off being called â€Å"fancy-diving† where the aim was to plunge into the water and see who could achieve the furthest depth underwater. It then progressed and became more complex involving specific skills and dives which first only men were allowed to participate in, and later women came into the society. 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All in all a multitude of voices talking about assorted topics can only be good for public discourse, and could potentially impact mobilization. The preceding paragraphs were aimed at providing a baseline of knowledge, show that social media provides a wide variety of information, andRead MoreEssay on A Passion for Art and Coffee1575 Words   |  7 Pageswalls. Overstuffed armchairs and a black leather couch encompass a coffee table laden with New Yorker magazines and a chess board. A tiled walkway f unnels into the robustly-antiqued wooden front door. Above, Christmas tree lights coiled around clear, grapefruit-size balls dangle from a rectangular-shaped, burgundy awning which, in a type-writer font, bears the stores name, The Midnight Rooster. The facade is fresh, spontaneous, and uniquely hip compared to the 1950s architectural style

Recommendation Management and Staff Directory Free Essays

Recommendation Since, the problem at Sundale Club has begun when Ellis hired her close friend Chuck Johnson. Ellis action was bias when Havens reported about Johnson misbehavior, then after Haven was fired. Afterward the whole organization was in turmoil. We will write a custom essay sample on Recommendation: Management and Staff Directory or any similar topic only for you Order Now Therefore the director of Sundale Clube should do something unless the organization will fall. There is several ways which would recover Sundale Club. 1). Restructure of staff directory. Look closely to Sundale Club staff directory, it is look very centralization which help Ellis, who has authority in important decision making on her department. Moreover Watts has lost his fire to run the Sundale Club. Nevertheless as the director Watts should done something to prevent the organization before he retire. Watts should changes the staff directory to, Board of director President VP Athletic VP Marketing VP Finance Manager Marketing Manager Finance Asst. Athletic Since Sundale Club is the largest athletic/social in the city. Centralization structure is not suitable for such large organization. Therefore Watts should change to decentralization; from this structure he can balance the power or authority among the top managers. Even though decentralization structure takes longer time on decision making, but it ensures that the organization will not go to the wrong path or fall into big problem as it was. 2). Hire new mangers or management’s team. As Sundale Club has changed its structure, next step, Sundale Club should recruit new management’s team. Watts might promote Carol and Ellis to the board director and he himself could take the president position as well. As social activities is the main income for the organization. Therefore social department Sundale can place it under marketing department. Sundale have to hire financial and marketing management teams. At athletic department, Sundale may put Pat in the VP athletic, since she has worked here for nine years, and Mercer may take the Haven position. Sundale should fire Johnson; because since he gets in the organization he makes his colleagues feel uncomfortable and most important is a lot of customers withdraw from being Sundale membership. 3). Rebuild the organization culture and gaining customers trust back. Sound difficult if Sundale have to rebuild its culture, but since Sundale has hire new management team, it’s become easier because new employees or managers do not know the Sundale culture yet. There for it is a good time to rebuild its culture. Moreover Sundale has to gain back its customers trust. Since there was a rumor about Johnson’s homosexual behavior in the organization and it will flow to the city too. How to cite Recommendation: Management and Staff Directory, Papers

Project Management Toolsets of Project Management †Free samples

Question: Discuss about the Project Management Toolsets for Usage of Project Management. Answer: The Toolsets described by Project Managers and their Benefits and Limitations Risk Management This toolset consists of items that tend to form a coherent group and they all are directly related to the risk management. It proves to be beneficial in identifying the risks, ranking the risks and then planning the strategies to either avoid the risk or mitigate the risks identified (Besner Hobbs, 2006). However it is a complex process of assigning the responsibility for high ranked risk to a risk owner and then representing the risk information on the graph for analysis. Basic Project Management Software Functionalities This toolset is intended towards meeting the specific needs and the functionalities are grouped into two forms. One form involves the basic functions whereas the other form involves the advanced functions. The project management software used for monitoring the schedule and task scheduling do not require much support from the organization and so they can be used independently by the practitioners. However it also involves some complexities like the project management software used for scheduling the resources is complex and requires organizational support. Advanced Project Management Software Functionalities The items incorporated in this toolset are more difficult to use since it demands organizational initiative to implement a system in order to support such functionalities (Blomquist et al., 2010). However, once an organization implements the system to use any one of functionalities, the addition of other functionalities become easy. Multiproject Management This toolset involves the items that are capable of managing multiple projects at the same time. However the use of this toolset mainly depends upon the resources that are available to the organization. Databases This toolset demand a technological infrastructure and thus requires high support from the organization (Bani Ali et al., 2008). However if the organization successfully implements the database system, it becomes easy for the organization to use the infrastructure for different needs. Initial Planning This is most widely toolset since it involves activities that are carried out during the initial plan of the project. It is a complex process that needs to be accomplished efficiently since a single mistake in this phase can drive the project out of track. Bidding and fixed price contracts This toolset is mainly centered upon contract administration in general and fixed price contracts in particular. However it is also the fact that the items incorporated in these toolset posses the highest variance in terms of usage. Business case definition This facilitates the project sponsor in securing the necessary support and the resources from the top level of the organization (Dai et al., 2004). The tools and techniques incorporated in this set exhibits moderate level of use. Business benefits measures This toolset emphasizes upon the financial metrics of valuating the project. However it mainly emphasizes upon the medium term post evaluation of the success of the project rather than short term efficiency. Baseline change management This toolset puts forward the fact that the change management mainly depends upon the baseline identification and it should be related to the initial approved plan (Besner Hobbs, 2008). Network planning average This is among the least used toolset. However in comparison to the initial planning toolset, it involves the tools that are time related, mathematical and analytical in nature. Financial evaluation This toolset is effective in cases where costs and revenues involved in the project are readily measured. However in case of projects where the benefits are less easily measured, this toolset cannot be used. Team management This toolset is used extensively but it does not put forward the importance of the human role in project management and the impact of the human on the projects (Collins, 2011). Variable price contract The administration of this toolset requires careful specification of the requirements and also requires close monitoring of the performance. Again, the cost plus contracts are to some extent more common in project management but it also re quires close monitoring of the performance. Project closure This toolset facilitates in analyzing the satisfaction of the client once the project has been completed and it also facilitates in analyzing the quality achieved. Monitoring progress This is the most fundamental function of the project management and this toolset consists of the tools that are most extensively used in almost all the contexts while monitoring the progress of the project. Project analysis This toolset facilitates in analyzing the undertaken project to identify its success or failure and it is also the fact that each element of this toolset can be looked upon as a toolset in itself (Maylor, 2010). Cost estimation It facilitates in analyzing the cost involved in the project and the tools involved are easy to use. Quality This facilitates in analyzing the whether the project that has been completed has met the quality standards or not. Project Management Toolsets employed While working as a project manager in my current organization, I was in charge of a the project to successfully implement the ERP software for functional departments like the inventory, finance and HR department with a limited budget and limited time without hampering the other operations within the organization (Mehta, 2007). Thus while accomplishing the project, it emphasized upon employing various tool sets as follows: Initial Planning This facilitated me in planning the entire project i.e. the team to be formed, the resources required and the blueprint of the project. Risk Management This facilitated in analyzing and identifying the potential risks that I might encounter while accomplishing the project and thus plan the strategies accordingly. Team management This facilitated me forming the required team that included the project manager, SAP consultants, database administrator, SAP GUI designer, SAP consultants and the members from the functional departments and thus leading the team efficiently. Network planning average This facilitated me in planning the activities that need to be accomplished (Besner Hobbs, 2006). Financial evaluation This facilitated in setting the budget for the undertaken project (Patel, 2008). Project closure It facilitated in analyzing the satiation level on the part of the project stakeholders through survey. Quality It facilitated analyzing the whether the project accomplished meet the specific quality standards and requirements or not. Toolsets helpful in Managing Global Projects The toolsets that are helpful in managing global projects include the following: Initial planning Business case definition Team management Financial evaluation Toolset that have been used in Project Management Initial Planning Toolset The initial planning toolset mainly consists of the following items: Kick-off meeting Milestone planning Scope statement Work breakdown structure Project charter Responsibility assignment matrix Communication plan As per the article by Benser and Hobbs, (2008), the items involved in this toolset have high level of usage in the project management and the average level of use of the toolset is the highest among all the toolsets. So this toolset can be compared to the Swiss Army knife of planning and this is mainly because of the fact that it emphasize upon integrating the scope, time, communication and the responsibility planning tools that are most common in the initial phase of project planning. The project charter facilitates the project manager with the authority to conduct the project. It tends to integrate the several outputs of the other tools of the present set. Categorization or Classification of the Initial Planning Toolset The initial planning toolset can be categorized into different activities that include: Kick-off meeting It facilitates in discussing the entire project with the top management of the organization and the team members and then agree upon the budget and time frame together with the specific requirements and the quality standards. Milestone Planning The milestone planning proves to be beneficial in setting short term goals which facilitates in assessing the progress of the project (Bani Ali et al., 2008). Scope statement This facilitates in setting and determining the project goals, the deliverables, the deadlines and the costs involved. Work breakdown structure It facilitates in dividing the entire project into set of activities i.e. setting the activities that need to be carried out efficiently for the successful completion of the undertaken project. Project charter This facilitates the project manager with the authority of conducting the project (Niebecker et al., 2008). Responsibility assignment matrix This proves to be beneficial in assigning the team members with their respective responsibilities. Communication plan This facilitates in determining the line of authority within the project team for effective communication. The above classification of the toolset facilitates in meeting the specific requirements of the project so that the goals and objectives can be achieved successfully. Benefits and Limitations of Initial Planning Toolset The initial planning toolset facilitates in laying down the foundation i.e. the base of the project. Again it facilitates in discussing the analyzing the specific need of the orgaznaition and putting forward the solution that initiates the need to undertake the project (Papke-Shields et al., 2010). As for example, in case of above mentioned ERP implementation project, the situation that was identified was the organization used to invest a huge cost in managing and stocking its inventory and it also failed in delivering the right products to the right place at the right time leading to business loss. Thus in order to manage this problem, the toolset was used to propose the ETP project. It also facilitates in setting the project objectives as in this case some of the objectives were to deliver high quality products to the consumers on time, to minimize the cost involved in inventory management and etc. and this keeps the team focused. It facilitates in defining the scope of the project that proves to be beneficial in reducing the anxiety and uncertainty on the part of the employees and thus reduces the resistance to change (Thamhain, 2007). On the other hand in case of limitations, it can be said that it is a complex process and involves time and effort from both the team members and the management of the organization. Efficiency and expertise is required since even a single mistake in planning the project might lead to undesirable outcomes. Strategy to overcome the limitation In order to overcome the limitation of the initial planning toolset i.e. the requirement of the expertise and efficiency, the management and the project team should emphasize upon conducting meetings to discuss the various aspects of the project. As in case of ERP implementation, I emphasized upon conducting regular meetings with the management to understand their specific requirements together with involving the team members so that they also become aware of what is required. The communication need to be effective so that there does not exist any uncertainty or confusion and t he team members should be encouraged to take active participation in the decision making process and put their feedbacks since it would lead to the development of innovative ways to accomplish the project objectives (Pinto Slevin, 2006). References Bani Ali, A. S., Anbari, F. T., Money, W. H. (2008). Impact of organizational and project factors on acceptance and usage of project management software and perceived project success. Project Management Journal, 39(2), 533. doi: 10.1002/pmj.20041 Besner, C., Hobbs, B. (2006). The perceived value and potential contribution of project management practices to project success. Project Management Journal, 37(3), 3749. Besner, C., Hobbs, B. (2008). Discriminating contexts and project management best practices on innovative and noninnovative projects. Project Management Journal, 39(S1), S123S134. doi: 10.1002/pmj.20064 Blomquist, T., Hllgren, M., Nilsson, A., Sderholm, A. (2010). Project-as-practice: In search of project management research that matters. Project Management Journal, 41(1), 516. doi: 10.1002/pmj.20141 Collins, R. (2011).Project management. New York: Nova Science Publishers. Dai, C. X., Wells, W. G. (2004). An exploration of project management office features and their relationship to project performance. International Journal of Project Management, 22(7), 523532. Maylor, H. (2010).Project management. Harlow, England: Financial Times Prentice Hall. Mehta, R. (2007).Project management. Jaipur: Aavishkar Publishers. Niebecker, K., Earger, D., Kubitza, K. (2008). Improving cross-company project management performance with a collaborative project scorecard. International Journal of Managing Projects in Business, 1(3), 368386. Papke-Shields, K. E., Beise, C., Quan, J. (2010). Do project managers practice what they preach, and does it matter to project success? International Journal of Project Management, 28(7), 650662. doi: 10.1016/j.ijproman.2009.11.002 Patel, V. (2008).Project management. Jaipur, India: Oxford Book Co. Pinto, J. K., Slevin, D. P. (2006). Critical factors in successful project management. IEEE Transactions of Engineering Management, 34(1), 2227. Thamhain, H. J. (2007). Integrating project management tools with the project team. Paper presented at the 29th Annual PMI Seminars and Symposium, Long Beach, CA.