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We have all of your friends personal data

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We have all of your friends personal data

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Do really think you can get away with human trafficking Alize....???

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Do really think you can get away with human trafficking Alize....???

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Being productive in the workplace is the most important thing an employee can do. If you are not productive at your job, why would an employer keep you around? Being productive leads to being efficient. It was cool to learn that businesses have processes for reviewing efficiency. I did not think that it was difficult or took so many steps to analyze productivity.

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An important aspect of being an employee is performance. If you are preforming negatively, you will not be respected by your employer. For my current position, we have a biannual "merit" raise. This is based on an evaluation between our manager and ourselves. It is a time to reflect on the past 6 months of employment and shows what you can improve or continue to do well on. To me, this keeps me honest and gives me something to work towards.

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An important thing I learned during this module is that a manager and a leader are not interchangeable terms. A good leader possesses the ability to inspire and encourage others. I always assumed that previous managers of mine were also leaders until reading this module. Being a leader is more than just telling someone what to do. I believe leaders are highly respected, while managers can just be listened to, but not respected.

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When I think of leadership, I think of Michelle Obama. Michelle Obama is one of the most influential women in my opinion. This interview specifically proves this. In this interview, Michelle Obama tells the interviewer/audience the different things she gave up to present herself as the American people would "accept" her. For instance, she never got box braids while in office because of the bias people have. To sacrifice something she cares about for the benefit of others is such an admirable trait. I'd consider her to posses the transformational leadership style.

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Michelle Obama opens up about family life after the White House: Part 2

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Human resources is a necessary department in any job. Human resources uphold all rules and regulations within the organization. If assistance is needed by an employee for any issues or complaints, employees can feel good knowing they have a department that will help them out no matter what. HR also is who hires an individual for a position. HR has one of the most important jobs in my opinion.

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Another important aspect of HR is training and safety. Without these policies in place, employees will not be able to properly do their jobs or know the protocols in place to keep them safe. For example, I am a vet tech and was never specifically told the safety procedures. After this module, I went into our resource library and educated myself on our safety procedures and have now been following the accurate procedures to keep myself and my coworkers safe.

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This chart is what I used for the final case study for Sun City Boards. I think that this chart is very simple to read and shows exactly who is in charge of what and can show who to go to for a specific issue or question. For instance in this chart, if I were in the marketing department, I could look at this and see that I could go to either Michelle or Mila for any questions or assistance I may need to do my job.

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Another topic discussed in this module was employee empowerment. Employee empowerment is important for employee retention and morale. I was close to quitting my current position until I was finally praised for my work ethic. My manager told me how much of an asset I was and gave me a raise. This made me feel good about myself and made me want to stay.

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In this module, I learned that planning is the most important step in the process. Without planning, a business will not stay on track and may not uphold their vision. I was also shocked to see that their are different types of planning for different businesses. I always assumed that when planning it was just a conversation and that was all. I was not aware there were so many steps and different ways to plan for a business.

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A topic that stuck out to me during this module was the different forms of cognitive bias' in decision making. Bias is something I feel most people experience and it is not something that is done purposely, well at least I like to think. Bias can negatively shape the way businesses make decisions. It is important for managers and upper-level management to be conscious of what they are thinking before making a statement or decision.

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I learned from this module that an organization can only be considered "global" if they are open for business in at least one other country. My assumption was that it would have to be at least 2 or more. I did not know that there were so many considerations when going global. Businesses really keep us all connected.

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In this module, I learned of the different global strategies. The standardization strategy is the most interesting to me. This strategy is when an organization treats the entire world as one market. Essentially, one product can help everyone in the world. To me, this seems the most difficult and I feel as though only a certain niche business can choose this strategy. I think that this is a difficult strategy and if an organization is able to use this strategy and have a product that meets everyone's needs is really cool.

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I was unaware of social corporate responsibility. I think that CSR is incredibly important to an organization's image to the public. When learning this module, I chose to write about my own job's CSR. I learned the charities my current employer helps and I gained more pride to work at my job. I felt good knowing I worked for a company that does so many great things for the community.

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When learning of CSR, we were also learning about diversity in the work place. As a biracial woman in America, diversity in the workplace is one of the most important factors when choosing a job. I also liked that this module taught the challenges of diversity. Such as cultural differences. As someone who works with mostly white people, this is something I experience daily. But of course, the advantages outweigh the challenges. For example, diversity brings new ideas and perspectives on niche issues which can be beneficial to the entire organization.

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I was not aware that there were so many levels of management. I knew there were CEOs and those kinds of positions, but I was shocked to see that there is an entire chain of command. The vertical management concept was something new and interesting for me to learn. The way that information is trusted within those individuals to achieve their goals. This shows how much faith and responsibility is given to first-line managers to ensure team leaders are completing tasks as requested.

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This article was interesting to me when learning about management. This article gave me a better insight as to the difficulties managers face and how they face adversity. This article helped me to write the first discussion board by giving me a deeper look into why managers are needed and the impact managers have in an organization.

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Much has been written about the qualities that make a great manager, but most of the literature overlooks a fundamental question: What does a great manager actually do? While there are countless management styles, one thing underpins the behavior of all great managers. Above all, an exceptional manager comes to know and value the particular quirks and abilities of her employees. She figures out how to capitalize on her staffers' strengths and tweaks her environment to meet her larger goals.

Such a specialized approach may seem like a lot of work. But in fact, capitalizing on each person's uniqueness can save time. Rather than encourage employees to conform to strict job descriptions that may include tasks they don't enjoy and aren't good at, a manager who develops positions for his staff members based on their unique abilities will be rewarded with behaviors that are far more efficient and effective than they would be otherwise.

This focus on individuals also makes employees more accountable. Because staffers are evaluated on their particular strengths and weaknesses, they are challenged to take responsibility for their abilities and to hone them.

Capitalizing on a person's uniqueness also builds a stronger sense of team. By taking the time to understand what makes each employee tick, a great manager shows that he sees his people for who they are. This personal investment not only motivates individuals but also galvanizes the entire team.

Finally, this approach shakes up existing hierarchies, which leads to more creative thinking.

To take great managing from theory to practice, the author says, you must know three things about a person: her strengths, the triggers that activate those strengths, and how she learns. By asking the right questions, squeezing the right triggers, and becoming aware of your employees' learning styles, you will discover what motivates each person to excel.

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Much has been written about the qualities that make a great manager, but most of the literature overlooks a fundamental question: What does a great manager actually do? While there are countless management styles, one thing underpins the behavior of all great managers.