# data[].attributes.body
GREETINGS...

# data[].attributes.body
Brand Management

To maximize sales to a target customer base, a business must send a consistent message about its products or services. This includes not only communicating the brand through marketing messages, but also by your price, where you sell your product, its features and packaging. Organizational controls often require all decisions regarding product, price, promotion and distribution to go to the marketing department first for approval. This helps prevent inconsistent brand messages, such as a promotions manager offering a two-for-one coupon at a high-end salon or restaurant.

Increased Productivity and Efficiency

One of the aims of organizational control is to help departments work better together. You can do this by instituting specific communications procedures, weekly interdepartmental meetings and regular management memos. To improve the performance of individual employees, your controls might include sharing a detailed organization chart so everyone knows who reports to whom. Controls can include requiring managers to create written job descriptions for every subordinate. Companies might hold mandatory orientation sessions for new employees, require certification for some employees and create an employee handbook that sets workplace policies such as attendance rules, grievance policies and safety regulations.

Legal Compliance

The threat of lawsuits or workplace rule violations is a serious concern for employers, and organizational policies and procedures that address employee behavior can decrease missteps. Workplaces free from harassment, discrimination, bullying and gossip foster better morale and team spirit, and reduce problems that can lead to decreased productivity, efficiency and overall performance. The same holds true when companies institute safety and security controls, and provide employee training.

# data[].attributes.headline
MODULE 8(FINANCIAL DECISIONS ARE ALSO CRITICAL)

# data[].attributes.subject
MODULE 8(FINANCIAL DECISIONS ARE ALSO CRITICAL)

# data[].attributes.body
Financial Stability

A common internal business control target is regulating financial procedures. This helps improve communications, allows managers to determine whether their efforts are meeting annual goals, and prevents fraud and errors. These controls include requiring each department head to submit and monitor an annual budget, setting limits on who can write checks, requiring large purchases to be pre-approved by management, holding regular audits and conducting regular budget variance analyses to spot potential problems before they get out of hand. Financial controls can also include the production of regular reports such as cash-flow and profit-and-loss statements, and labor, overhead and production expense reports.

# data[].attributes.body
IN CONTROLLING PERFORMANCE AND OPERATIONS, WE NEED TO REMEMBER

Organizational control includes developing rules, guidelines, procedures, limits or other protocols for directing the work and processes of employees and departments. These controls can include setting rules or procedures for financial transactions, employee behavior and specific practices for all or individual departments. A control can depend on an individual employee following the guideline, or require multiple parties to agree on an action.

# data[].attributes.attachment_link.title
Togel55: Togel Online Terpercaya Hongkong dan Singapore

# data[].attributes.attachment_link.description
Selamat datang di Togel55, situs togel online terpercaya untuk bermain Hongkong, Singapore, dan Macau. Togel55 menawarkan pelayanan yang dapat diandalkan,

# data[].attributes.headline
module 8(controlling performance and operations)

# data[].attributes.subject
module 8(controlling performance and operations)

# data[].attributes.body
TEAM WORK MAKES THE DREAM WORK

# data[].attributes.body
Good Leadership helps to promote success.

# data[].attributes.body
Being ethical as a leader is one main characteristic of a true leader.
Ethical leadership is leadership that is directed byrespect for ethical beliefs and values and for the dignity and rights of others. It is thus related to concepts such as trust, honesty, consideration, charisma, and fairness.

# data[].attributes.body
While servant leadership is a timeless concept, the phrase “servant leadership” was coined by Robert K. Greenleaf in The Servant as Leader, an essay that he first published in 1970. In that essay, Greenleaf said:

“The servant-leader is servant first… It begins with the natural feeling that one wants to serve, to serve first. Then conscious choice brings one to aspire to lead. That person is sharply different from one who is leader first, perhaps because of the need to assuage an unusual power drive or to acquire material possessions…The leader-first and the servant-first are two extreme types. Between them there are shadings and blends that are part of the infinite variety of human nature.

“The difference manifests itself in the care taken by the servant-first to make sure that other people’s highest priority needs are being served. The best test, and difficult to administer, is: Do those served grow as persons? Do they, while being served, become healthier, wiser, freer, more autonomous, more likely themselves to become servants? And, what is the effect on the least privileged in society? Will they benefit or at least not be further deprived?“

A servant-leader focuses primarily on the growth and well-being of people and the communities to which they belong. While traditional leadership generally involves the accumulation and exercise of power by one at the “top of the pyramid,” servant leadership is different. The servant-leader shares power, puts the needs of others first and helps people develop and perform as highly as possible.

# data[].attributes.body
LEADERSHIP AND MOTIVATION
Being a leader involves a lot of responsibility. Sometimes people think some are born to be leaders but that is not quite true. Leaders are made. Journey with me on how they are made and how to be the best leader ever. First of all you need to learn how to serve. The importance of servanthood.

# data[].attributes.body
Building a Communication Strategy
This really helps in recruitment also.

To develop a communication strategy, employers should begin by linking communication to the strategic plan, including the organization's mission, vision and values; its strategic goals and objectives; and its employment brand.

Effective communication strategies:

Safeguard credibility to establish loyalty and build trust.

Maintain consistency to establish a strong employment brand.

Listen to employees and to members of the leadership team.

Seek input from all constituencies.

Provide feedback.

Prepare managers in their roles as organizational leaders.

A communication strategy includes the following elements:

Highly effective strategies that are often top-down, with senior management setting the tone for a cascading series of messages.

A budget that allows for the use of various types of communication vehicles depending on the message to be delivered and any unique issues associated with it.

A process by which leaders evaluate any particular situation driving the need to communicate and from which key messages will emerge.

A method for generating feedback and using it to shape follow-up messages.

A customized delivery approach with communication materials that are easy to understand.

Constituencies

Everyone in the organization has a role to play in communication:

The CEO and senior managers are ultimately responsible for setting the tone and establishing organizational culture. Key leaders should be coached on their role in ensuring effective companywide communication.

The HR professional and communication leader also have critical roles, especially in challenging economic environments.

Managers are responsible for daily communication with their employees and for relating to their peers and colleagues.

All employees have a responsibility to voice concerns and issues, provide feedback, and listen effectively.

Training

Communication training may encompass any number of topics, including:

Company communication policies.

Effective writing and presentation skills.

Train-the-trainer initiatives.

A strong training component will not only equip leaders to communicate effectively with their teams and other organizational leaders, it will also help them understand the appropriate communication channels and protocols.

# data[].attributes.headline
Organizational structure and processes (mod 5)

# data[].attributes.subject
Organizational structure and processes (mod 5)

# data[].attributes.body
Business strategy is a function of a company’s internal makeup and its external environment. Change management initiatives are used to continually adjust the strategy over time so companies can achieve their evolving performance goals. When leaders implement a new strategy without cascading the changes throughout an organization’s structure, they are setting themselves up for a strategic failure. Every company should align its business strategy with a deliberate organizational structure to secure a competitive market position. Creating an appropriate structure will result in a more productive workplace environment that improves staff communications and innovation. Large global companies often pursue rigid hierarchical structures with clearly defined job roles to manage their output. Many startups take flatter organic structures in which everyone shares different duties. Functional structures are defined by job functions, such as splitting into separate teams for operations, accounting, marketing and HR. Divisional structures are organized by offices or regional locations, allowing each divisional unit to focus on its overall local performance. Matrix structures combine models so that most people report to two or more leaders, such as a marketing manager who reports to a local marketing director and a national divisional leader. Network structures are designed to focus on the core functions that differentiate a business, with all non-core functions being outsourced to subcontractors. In poorly designed structures, the business may pursue inconsistent strategic goals. For instance, if the leadership team tries to increase revenue by acquiring new customers, yet the sales team is still rewarded for customer retention, those two conflicting goals will likely get compromised. The method for creating an effective alignment of strategy and structure should follow four distinct phases, including assessment; design; alternative choices; and architectural design and implementation.
Assessment: Leaders should base their strategic assessments on direct observations, employee feedback loops and archival research from planning documents and performance studies. Findings should be sorted into specific issue categories to help validate management’s options. In this way, managers can agree on how to modify the organizational structure based on key concerns and root causes. Design: Steps include decisions and processes to scale the business and leverage existing strengths. In addition, management should explore other opportunities across their vertical industry, such as penetration of adjacent markets or forging new partnerships. A successful strategy also requires an impact analysis of lateral processes and structures, such as the effectiveness of org charts, departmental cultures, and systems for staff recruitment and talent management. Alternative Choices: Any changes to organizational structure will involve some degree of trade-offs. Therefore, discussions should assess where the company enjoys the clearest advantages, and where it is most challenged by competitors. Strategic choices should be focused on increasing customer value, reducing costs over time, and safeguarding a high return on investment. In certain situations, leaders should consider making big bets to finance bold new strategies when the potential outcomes could be extremely advantageous. However, such risky, high-stakes investments should be thoroughly vetted first with a comprehensive cost-benefit analysis. Architecture Design and Implementation: Each new strategic advance will impact the larger organization, so managers should set out clearly defined responsibilities to guide operational decision-making. Key capabilities for organizational skills and knowledge must also be assigned for each team. In addition, the company should nurture strong cultural standards that are tightly aligned with the larger strategy, including the creation of relevant incentives and penalties to motivate individuals and work groups. All this advice may sound obvious, but achieving real alignment between business structure and strategy is a challenge for leaders because markets continually change. For this reason, the strategy should be developed by diagnosing the organization’s main problems and identifying any existing performance gaps. A sequential design process can help leaders devise new alternatives for the organizational structure based on an ongoing analysis of competitive pressures, new technology advances, and other changing market conditions. Companies that don’t pay close attention to aligning their strategy with their business structure will continue to pay a steep price in terms of failed initiatives and missed opportunities.

# data[].attributes.body
The impact of ineffective communication

Ineffective communication may increase the chances for misunderstandings, damage relationships, break trust, and increase anger and hostility. Ineffective communication may stem from poorly aligned strategy, a failure to execute the strategy, use of the wrong communication vehicle, bad timing, and even nuances such as word choice or tone of voice.

# data[].attributes.body
The Importance of a Comprehensive Communication Strategy

Most HR professionals and organizational leaders agree that linking corporate communication to business strategy is essential to effective and consistent business operations. With a formal and comprehensive communication strategy, organizations can ensure that they:

Communicate consistent messages.

Establish a recognizable employment brand.

Deliver messages from the top that are congruent with the organization's mission, vision and culture.

# data[].attributes.body
Managing Human resources and communications
The impact of effective communication

Effective communication may contribute to organizational success in many ways. It:

Builds employee morale, satisfaction and engagement.

Helps employees understand terms and conditions of their employment and drives their commitment and loyalty.

Educates employees on the merits of remaining union-free (if that is the organization's goal).

Gives employees a voice—an increasingly meaningful component of improving employees' satisfaction with their employer.

Helps to lessen the chances for misunderstandings and potentially reduces grievances and lawsuits.

Improves processes and procedures and ultimately creates greater efficiencies and reduces costs.

# data[].attributes.headline
organizational structure and processes(mod 5)

# data[].attributes.subject
organizational structure and processes(mod 5)

# data[].attributes.body
Incredible ideas that help in alignment

# data[].attributes.attachment_link.title
How to align structure and processes......Five ideas about organization design....PART 3

# data[].attributes.attachment_link.description
Video posted on my blog http://www.organizationdesign.net An organization is only as effective as its processes. So when we design the formal structure of an organization, it should improve rather than obstruct process performance. But all too often, the structure and the processes are poorly aligned. Accountability for process performance is blurred.

# data[].attributes.body
mod 5

# data[].attributes.body
Every goal must be tied towards a plan.

# data[].attributes.body
Dont forget fail to plan, plan to fail

# data[].attributes.body
Nice way to track your business progress

# data[].attributes.body
PLANNING AND DECISION MAKING.
Every unplanned business is a shattered business.

# data[].attributes.body
JUST START SMALL

# data[].attributes.body
But Marriot is an outstanding company that started small, this shows the importance of perseverance and dreaming big.

# data[].attributes.body
Managing global organizations has been a business challenge for centuries. But the nature of the task is changing with the accelerating shift of economic activity from Europe and North America to markets in Africa, Asia, and Latin America. McKinsey Global Institute research suggests that 400 midsize emerging-market cities, many unfamiliar in the West, will generate nearly 40 percent of global growth over the next 15 years. The International Monetary Fund confirms that the ten fastest-growing economies during the years ahead will all be in emerging markets. Against this backdrop, continuing advances in information and communications technology have made possible new forms of international coordination within global companies and potential new ways for them to flourish in these fast-growing markets.

There are individual success stories. IBM expects to earn 30 percent of its revenues in emerging markets by 2015, up from 17 percent in 2009. At Unilever, emerging markets make up 56 percent of the business already. And Aditya Birla Group, a multinational conglomerate based in India, now has operations in 40 countries and earns more than half its revenue outside India.

# data[].attributes.body
Management within a global organization

# data[].attributes.body
Organizational ethics and coporate governance.

# data[].attributes.body
This module mainly reflects on the importance of coporate governance in an organization especially in regards to gender diversity how it can do and undo the organization. Most times there is great success actualized in handling diversities in gender accross the organization.

# data[].attributes.body
Very important

# data[].attributes.attachment_link.title
Importance of Board Diversity on Corporate Governance and Innovation

# data[].attributes.body
module2

# data[].attributes.attachment_link.title
Gender diversity: a competitive advantage for companies

# data[].attributes.headline
Hello this is my padlet, I hope you have a great time checking out my ideas so far in this class.

# data[].attributes.subject
Hello this is my padlet, I hope you have a great time checking out my ideas so far in this class.

# data[].attributes.body
After reading the article and reading a lot about this man, I must definitely type I admire his work ethic and especially his relentless zeal towards success. Eventhough he created a hostile environment at work, that really transformed his company and built a long lasting legacy.

# data[].attributes.body
A strange man with ideas

# data[].attributes.headline
A man who knew what he wanted, his legacy still lives on

# data[].attributes.subject
A man who knew what he wanted, his legacy still lives on

# data[].attributes.headline
MODULE 5(Organizational structure and processes)

# data[].attributes.subject
MODULE 5(Organizational structure and processes)

# data[].attributes.body
The Organizational Process

Organizing, like planning, must be a carefully worked out and applied process. This process involves determining what work is needed to accomplish the goal, assigning those tasks to individuals, and arranging those individuals in a decision‐making framework (organizational structure). The end result of the organizing process is an organization — a whole consisting of unified parts acting in harmony to execute tasks to achieve goals, both effectively and efficiently.A properly implemented organizing process should result in a work environment where all team members are aware of their responsibilities. If the organizing process is not conducted well, the results may yield confusion, frustration, loss of efficiency, and limited effectiveness. In general, the organizational process consists of five steps (a flowchart of these steps is shown in Figure 1):

1.Review plans and objectives.

Objectives are the specific activities that must be completed to achieve goals. Plans shape the activities needed to reach those goals. Managers must examine plans initially and continue to do so as plans change and new goals are developed.

2. Determine the work activities necessary to accomplish objectives.

Although this task may seem overwhelming to some managers, it doesn't need to be. Managers simply list and analyze all the tasks that need to be accomplished in order to reach organizational goals.

3. Classify and group the necessary work activities into manageable units.

A manager can group activities based on four models of departmentalization: functional, geographical, product, and customer.

4. Assign activities and delegate authority.

Managers assign the defined work activities to specific individuals. Also, they give each individual the authority (right) to carry out the assigned tasks.

5. Design a hierarchy of relationships.

A manager should determine the vertical (decision‐making) and horizontal (coordinating) relationships of the organization as a whole. Next, using the organizational chart, a manager should diagram the relationships.