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Module 8 - Controlling Performance & Operations

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Module 8 - Controlling Performance & Operations

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I really enjoyed Module 8 because I was already familiar with most of the content. I am what is referred to as an "individual contributor" at my job. I am not in a management role, and my individual performance contributes to the overall performance of my team. I have a monthly scorecard consisting of multiple KPI's where my results are recorded in 4 or 5 different categories, that are all used to determine my overall performance rating for the month.

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What is a Key Performance Indicator (KPI)? A Detailed Guide

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Dive into the world of key performance indicators (KPIs) to optimize your business performance. Learn what they are and how they can transform your strategies.

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Module 8 - Controlling Performance and Operations

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Module 8 - Controlling Performance and Operations

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As an employee, there are certain performance goals that I am required to meet. I have a consultant score card, and I have access to track my performance on a daily and monthly basis. There are KPI's or Key Performance Indicators included on my score card. Each individual KPI has a goal associated with it. My monthly performance rating depends on how I met my performance standards overall based on all of the individual KPI's combined.

"Meets All", "Meets Some", or "Does Not Meet" are the performance scale ratings. In the beginning of the year, I meet with my supervisor to go over my annual performance review, where my performance rating is measured by looking over all of my scorecards from the preceding 12 months. The results of my annual performance review, may or may not result in an increase in salary. Although, I sure hope "meets all" or "meets most" does lead to more money in my pocket. I mean I'm not doing it all for nothing. :)

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Many corporate spaces used to struggle with employee productivity. And most employees were either unsatisfied, lacked motivation, or both. This changed with the invention of the scorecard.

Since its introduction in the late 1990s, many companies have reported increased performance and lower employee turnover rates. It's a dynamic tool that can be used on a large scale and customized for individual employees.

Not only that, but the scorecard also encourages self-development. Join us as we take you through an in-depth review of employee scorecards, their benefits, and how to create one. As a bonus, we've also included employee scorecard examples.

💳 What's an employee scorecard?

An employee scorecard is a management tool used to monitor an employee's performance. It's the perfect organizational tool because it allows individuals to plan, prioritize, and implement required projects.

It outlines every individual's role and contribution to the workplace.

Plus, it allows people to focus on their roles, thereby improving their productivity. An employee scorecard also contributes to employee well-being (through clarity and affirmation) and encourages self-development.

Who uses employee scorecards?

Employee scorecards are used widely across different industries, including:

Higher learning institutions

Governments

Manufacturing

Telecommunications

Information technology

Banks

🏆 Benefits of an employee scorecard

It gives structure to your organizational strategies

Different companies have unique sets of metrics to gauge individual employee performance progress.

An employee scorecard merges these approaches into a single unit that all organization members can use. It provides a clear and logical structure to which every employee adheres.

It eases communication

An employee scorecard makes communication easier by ensuring everybody is working towards the same goal. It provides a clear structure that employees can refer to whenever making significant decisions. Similarly, it makes managing company performance and development easier by centralizing all operations onto the scorecards.

It mobilizes the departments into one unit

A performance scorecard rallies all departments to work together towards the company's objectives. It provides a framework summarizing the necessary steps for implementing a specific strategy. Thus, employees work as a unit to achieve the same performance and development goals.

It encourages employees to focus on their personal development

A KPI scorecard requires every individual to be at the top of their game, at work, and in their personal lives.

Individuals are encouraged to create personal scorecards to monitor their performance. It gives them the drive to improve their skills and encourages self-improvement.

Besides, it complements self-development practices such as time management and goal setting.

It allows employees to evolve along with the industry

A scorecard allows employees to predict and align their practices with future trends. Thus, they can stay ahead of their competitors. Employees can also anticipate future challenges and devise solutions before affecting development and performance.

It improves the implementation of strategies

An action plan is a vital component of a performance scorecard. It provides the necessary framework to facilitate the execution of development strategies.

🗂️ What should be on an employee scorecard?

Along with standard info such as name and role, a typical employee scorecard should contain the following key elements:

Objectives

These are the goals that the individual is working towards.

Strategic map

An employee scorecard should contain an overview of your business goals and objectives. This overview is known as a strategy map. It's beneficial during the planning and execution of a company's policies. Your strategy map should contain four crucial perspectives:

Financial

Your financial perspective should contain employee performance metrics such as:

Revenue Growth

Return on Investment

Economic Value Added

Conversion rate

Bounce rate

These can be used to evaluate and gauge the employee's performance in terms of finances. They can be broad or specific and vary, depending on your overall goals.

Customer

Consumers are the backbone of any business enterprise. Thus, you must factor them in when creating an employee scorecard. It should contain various customer metrics such as:

Customer satisfaction

Brand awareness

Customer loyalty

Order accuracy

Average reply time

These measures help you understand your customer base, allowing you to serve their needs better.

Internal

The internal perspective of a scorecard focuses on the company's organization. It measures how efficient its internal processes are and how effective they are at meeting their goals.

Besides, the internal perspective identifies areas that aren't operating at maximum efficiency, allowing teams to make the required adjustments. These variables include:

Machine downtime

Errors in products and services

Scheduled downtime

Inventory accuracy

Failed audits

Learning and Growth

This perspective focuses on the organizational capacity of your company. It factors in the skills, technology, and knowledge necessary for the smooth running of the internal processes. These skills are also vital in ensuring consumers get value for their money, thereby improving customer satisfaction.

Learning and growth may vary according to your strategic goals. It includes metrics such as:

Rate of Turnover

Time spent in employee training

Time spent in Customer Service training

Employee Retention

Billable hours.

Metrics

Metrics are used to track and measure a company's growth. They are essential in comparing an organization's progress against its goals and weed out any practices that may prevent it.

Below are examples of scorecard metrics:

Marketing metrics

1. Conversion rate

2. Website traffic

3. Backlinks

4. Cost of customer acquisition

5. Social media followers.

Sales metrics

1. Average customer revenue

2. Customer retention rate

3. Product performance

4. Sales revenue

5. Lead response time.

Financial metrics

HR metrics

1. Employee turnover rate

2. Employee satisfaction

3. Revenue per employee

4. Cost per hire

5. Absenteeism rate

📝 How to create a KPI scorecard

Set up interviews and decide on the participants

The first step to creating a KPI scorecard is interviewing employees to get their take on the company's goals. Then, get their suggestions on what action plan aligns with the workplace values.

Set strategic goals

Strategic goals pinpoint what you want your company to accomplish. Everyone within the organization should have these goals in mind as well. In addition, the goals should align with the company's values.

Incorporate a strategic map

No performance scorecard is complete without incorporating a strategic map. The map consists of the four perspectives mentioned above; financial, internal, customer, and learning and growth.

Create a list of scorecard metrics

Metrics are used to measure a company's productivity. They exist in different categories, each catering to the various divisions of an organization. These divisions include:

They provide a clear projection of how effectively their strategies work with their goals. They also highlight the flaws in organizational processes, allowing team members to make the necessary adjustments.

Pick a suitable format

Employee scorecards come in various formats, from digital to print. Some companies prefer digital versions such as PDF and Excel because they don't take up too much space and allow remote access. However, the print format may present a challenge in storage since the paperwork becomes bulky as it accumulates.

When conducting interviews, you'll find it easier to have a physical or digital copy of the KPI scorecard. This way, you can key in information and store it immediately.

Come up with a ranking system (optional)

Ranking people on performance does not feel great for everyone. Sometimes, a ranking can cause frustration. On the other hand, the reality often is that we're handling with business metrics and there always are results behind it.

Some suggest only filling the scorecard with a description - not with a numbered value. While having both can definitely makes sense, we at least ask you to make this a conscious decision.

The ranking system should take into account the following:

Most common are values ranging from 1-3 or 1-5.

You could use a numerical scale or one dependent on different variables. Furthermore, you should agree on the rating system during the interviews with your employees.

You can use the input collected from the sessions to develop a meaningful measurement scale. The scoring system keeps the employees motivated by giving them a target. It also ensures equality and promotes accountability.

Devise an action plan

An action plan on your scorecard provides a clear structure and delegates roles to employees according to their strengths. It also allows for continuous monitoring and evaluation. Lastly, an action plan enables team leaders to identify and solve possible challenges.

Execute the plans

This step involves executing the strategies and measures in the prior stages. Every employee should perform their roles according to the strategic and developmental goals.

Evaluate continuously

Review the employee scorecards regularly to ensure they align with their strategic goals. They also allow team leaders to continuously improve their practices for even higher performance.

The frequency of evaluations depends on the company's organization process but should typically be weekly or monthly. Hold sessions where employees can share and offer feedback on how to improve on their pain points.

🗃️ Templates you can use

Preview of performance scorecard template | Zavvy Templates

(Employee Scorecard Template By AllBusinessTemplates)

(scorecard ideaby Template.net)

(Employee balanced Scorecard template by Template.net)

📣 How to implement a scorecard

Define your review cycle (How often)

An employee scorecard requires continuous evaluation for it to run effectively. Involve your employees when coming up with a review cycle. Encourage them to share their results through open forums to further source ideas and solutions to improve their performance.

Engage and remind employees of their goals along the way

Managers and team leaders should note frequently reminding employees of their goals. The continuous check-ins keep them motivated and troubleshoot any potential challenges.

You can easily engage and remind employees of their goals with our Goal Companion template on Zavvy.

Ready-to-use Goal Conmpanion template on Zavvy

Devise an action plan

This is a checklist detailing the necessary steps to meet your company's strategic goals. It's a vital component in creating an employee scorecard because it makes it easier to track progress. It also improves cooperation by highlighting each person's role.

The action plan should contain:

A clearly defined goal

A concise list of steps to follow

Deadlines and timelines for completion

Project team leaders to ensure smooth running

Milestones to keep teams motivated

Resources for task completion

Regular evaluation

What is an action item?

An action item is a specific task that requires completion within a given timeframe. It is usually assigned to a single individual. An action item answers three questions:

It helps improve overall performance since every individual clearly defines their task. Managers assign action items during staff meetings.

How to define action items

1. Have a clear objective in mind. A clearly defined action item minimizes errors.

2. Assign a due date. A deadline helps employees distribute their time and resources appropriately.

3. Assign an employee. The individual should have the required skills to complete the task.

4. Provide the necessary resources. Examples include office supplies or finances.

🔥 How to motivate your employees for better performance

While performance is not the only KPI you should look at, it is a key component of scorecards. Here are a few ways to enhance it through motivation.

Offer incentives

Consider introducing rewards such as bonuses every time an employee meets their goals on their scorecard. These shows of appreciation are guaranteed to keep your staff energetic and focused on their targets.

Here are a few ideas for your incentive program:

Employee discounts

Paid vacation trips

Extra commission

Profit-sharing.

Give your workplace a makeover

A good work environment can significantly boost your workers and clients. Ensure the offices are clean and well-lit with enough ventilation. Invest in air conditioning or big windows if your budget cannot stretch that far.

In addition, get comfortable desks and chairs for your staff, preferably orthopedic ones. Long hours hunched over a computer can cause back pain and other spine-related issues. Lastly, ensure the equipment is working efficiently. Regular maintenance increases their efficiency and shelf-life.

Recognize their efforts

It can be a simple congratulatory message or a shoutout in your next general meeting. Recognizing when a worker does well boosts their performance and their self-esteem.

It makes them feel seen and validated, qualities that make the workplace healthy and fun. The positive feedback also increases job satisfaction and decreases employee turnover.

Employee autonomy

Employee autonomy is essential for improved performance. Nobody wants a boss who constantly micromanages them. In addition, studies show that independence in the workplace increases job satisfaction and encourages creativity.

You can encourage autonomy by giving your workers room to explore new ideas. For example, encourage open forums during meetings where all members can contribute.

Encourage collaboration

"Alone, we can do so little; together, we can do so much." Helen Keller.

Collaboration is vital for any successful workplace. Employees who work as a team get projects completed faster. They're also likely to solve problems more quickly than those who work individually.

Schedule frequent breaks

Studies have proven that frequent short breaks during work hours increase productivity and boost motivation in employees. In addition, these breaks reduce fatigue and burnout, factors that negatively affect performance.

They also break the monotony of work, giving employees time to decompress. In the same way, frequent breaks boost creativity in your employees.

➡️ Last words

An employee scorecard is perfect for improving performance in the workplace. It's a multifaceted tool that not only boosts productivity but also encourages self-development.

Creating a KPI scorecard doesn't have to be hard:

1. Set up interviews to get what to include.

2. Make a list of strategic goals and metrics you'd like to achieve. Include performance, development, and values.

3. You can have your scorecard in various formats, including PDF and Excel. But stick to one.

You'll also need an action plan for goal tracking. Lastly, evaluate your progress frequently to make sure you stay on track. I recommend setting up scorecards for your workplace today for improved performance.

The building blocks of Zavvy's employee enablement suite

❓ FAQs

What's the difference between scorecards vs. dashboards?

A dashboard is a collection of visual information such as charts and graphs used to track a company's performance. It provides quick and accurate results of the operational activities of an organization.

On the other hand, scorecards are tools designed to manage an organization's performance concerning its goals. They are used to track KPIs and are updated periodically, typically once every month.

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Employee Scorecard: Best Practices, Examples, and Templates | Zavvy

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Join us to discuss ways employee scorecards increase productivity and how you can create one for your staff.

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Module 6 - Managing Human Resources and Communication

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Module 6 - Managing Human Resources and Communication

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I enjoyed learning all of the responsibilities that Human Resources handles within an organization. HR does a lot of behind the scenes work, but they play a very important role. According to this image, not just an important role, but multiple ROLES...

H.R. job responsibilities include recruiting and selecting candidates, employee training and development, compensation, benefits, and laws regarding employee health, safety, and labor.

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Module 1 - Management Overview... Module 1 discussed a general overview of Management and clearly defined and explained management in detail. The information was helpful in clearly defining management from two different aspects :Management as People and Management as a Process. I never thought about the definition of the word, management and the fact that it can be defined by both people and also processes.

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Business Management Overview

As a business manager, you are given the major responsibility of managing administrative tasks for a business. A company may expect you to assist with its marketing program. A company may also want you to perform a budget analysis in order to find out ways that the company can cut costs. You should have an astute understanding of accounting, marketing and administrative procedures that are required in order to run a business.

The competition for business management positions can be fierce. You should obtain a degree in business administration, accounting or marketing if you eventually want to obtain a business management position.

Salary

According to the Bureau of Labor and Statistics, the average salary of a business manager is about $77,000 a year. The position is expected to grow by at least 15 percent in the next ten years. Businesses will be facing increased demands as they try to adjust to online commerce. If you have a specialized knowledge of online sales, then you may find that you are easily able to find a position as a business manager. Companies will also be seeking individuals who have an accounting background and are able to cut down on the costs that a company faces.

Education Requirements

To become a business manager, it is essential to possess a four-year bachelor's degree in administration, accounting, finance or marketing. If you have a special certification, such as a CPA license, then this can also be beneficial if you apply for a position as a business manager. Companies are now hiring individuals who can also assist with financial operations. You may need to do compliance work for a company to ensure that the company is adhering to the recently passed financial regulations. Companies are also looking for individuals who now possess a master's degree in business or accounting. You should expect to obtain an MBA in management or accounting at some point in your career.

Skills Required

To excel as a business manager, it is essential that you have strong analytical abilities. You will need to foresee the demands that a company will face in the future. It is also important that you have an ability to work well with other people. You should be able to work with a variety of personalities. Employees will look to you for leadership and motivation. You should be able to inspire employees to excel in their work during high-pressure times for the business. You also may need to possess strong accounting skills if a business expects you to perform a budget analysis of its operations every month.

Responsibilities

Typically, the responsibilities of business managers involve overseeing operations, reviewing contracts and helping employees reach their top productivity levels. A business manager may also be called upon to supervise or train new employees. He or she may also need to assist with planning certain events for a company. A business manager plays an important role in the operation of a company, and it is essential that he or she can deal with heavy loads of stress.

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What is Business Management? - Top Management Degrees

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Compiled and Written By TopManagementDegrees.com Staff Business Management Overview As a business manager, you are given the major responsibility of managing administrative tasks for a business. A company may expect you to assist with its marketing program. A company may also want you to perform a budget analysis in order to find out ways that …

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Someone who has a title of "manager" does not automatically make them a leader. Managers and leaders share a lot of the same traits but there are several differences between management and leadership as discussed in Module 7. Not all managers are considered effective leaders. However, my current manager possesses all of the traits of an effective leader. She is not only an amazing manager, she is also a brilliant leader. Module 7 taught me about several different leadership styles, and I now know that my manager has an engaging and transformational leadership style. She is the best manager I have had in 20 years of work experience. This is because she doesn't just manage, she leads by example and works collaboratively to achieve a common goal.

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Although there isn't a single right way to effectively lead a team, there are several characteristics common among successful leaders and managers you should consider when developing your leadership skills.

Incorporating these abilities into your professional development can enable you to make difficult decisions, align your organization on common goals, and lead your team to success.

Why Effective Leadership Is Important in Business

Ineffective leadership can cost companies more than just morale. According to research from Gallup, 24 percent of employees are actively disengaged as a result of poor management, leading to teams that are less productive, less profitable, and more likely to cause turnover. And that turnover adds up quick: translating into nearly two times the annual salary of every employee who quits.

That's why effective leadership skills are important. In order to retain employees, satisfy customers, and improve company productivity, you need people who can effectively communicate the company's vision, guide teams, and influence change.

If you aspire to be that person, here's how you can become a more effective leader.

Free E-Book: How to Become a More Effective Leader
Access your free e-book today.
DOWNLOAD NOW

Characteristics of an Effective Leader

1. Ability to Influence Others

"[Leadership] is all about influencing people," said Kirstin Lynde, founder of leadership development firm Catalyze Associates, in a Facebook Live interview.

Early in your career, you might exercise authority by being the go-to person on a certain subject within your organization, or by actively listening and building consensus among your team. As you advance, you may exert influence by knowing how to articulate the direction you think the company should head in next.

According to the online course Power and Influence for Positive Impact, influence is "the ability to produce effects on other people's behavior." Influencing others requires building a strong sense of trust with your colleagues.

"This means [you] need to understand the types of resources people value when it comes to achieving safety and self-esteem," says Harvard Business School Professor Julie Battilana in her course Power and Influence for Positive Impact.

Focus on understanding their motivations and encourage them to share their opinions. You can use that knowledge to make change and show their voice matters.

2. Transparency-to an Extent

Part of building trust is being transparent. The more open you are about the organization's goals and challenges, the easier it is for employees to understand their role and how they can individually contribute to the company's overall success. That sense of value and purpose translates into higher levels of employee engagement.

"To get people on board, they need to grasp what you're conveying so they're excited to join you in turning that direction into a reality," says HBS Professor Anthony Mayo in the online course Organizational Leadership. "Your communication should meet people where they are, give them a sense of where the organization is going, and then give them a roadmap for how they can bridge the gap from where the organization is now to where you want to take it."

While transparency is often intended to promote collaboration, knowledge sharing, and accountability, too much of it can have the opposite effect, according to Ethan Bernstein, an associate professor of organizational behavior at HBS.

"Wide-open workspaces and copious real-time data on how individuals spend their time can leave employees feeling exposed and vulnerable," writes Bernstein in the Harvard Business Review. "Being observed changes their conduct. They start going to great lengths to keep what they're doing under wraps, even if they have nothing bad to hide."

Bernstein encourages balancing transparency with privacy and setting different types of boundaries to still foster experimentation and collaboration.

3. Encourage Risk-Taking and Innovation

Experimentation is critical to establishing and maintaining your company's competitive advantage. Great leaders recognize this and encourage risk-taking and innovation within their organization.

"You can't wave a wand, dictate to people that they need to be more creative, and wake up the next day to find people taking risks and trying new things," Mayo says in Organizational Leadership.

Instead, leaders must actively foster a culture of innovation by supporting experimentation, challenging unwritten rules, and embracing mistakes. These steps, backed by data, can yield innovations that wouldn't have otherwise surfaced.

By creating a culture that embraces failure and experimentation, employees are more emboldened to test theories or propose new ideas, because they see that creativity is valued. For example, Google's innovation lab, X, offered bonuses to each team member who worked on a project the company ultimately decided to kill as soon as evidence suggested it wouldn't scale, in an effort to "make it safe to fail."

After all, big breakthroughs don't happen when companies play it safe; experimentation is needed to reach lofty business goals. If well-intentioned, failures often become valuable lessons.

How to Be an Effective Leader at Any Stage of Your Career

4. Integrity and Accountability

One of the most important aspects of leadership is demonstrating integrity. In a survey by consulting firm Robert Half, 75 percent of employees ranked "integrity" as the most important attribute of a leader. In a separate survey by Sunnie Giles, creator of Quantum Leadership, 67 percent of respondents ranked "high moral standards" as the most important leadership competency. Yet, it can be easy for leaders to deprioritize integrity when faced with organizational power. The ability to balance power and accountability can set successful leaders apart from ineffective ones.

"It's precisely these two levers-sharing power and accountability-that enable workplaces and societies to keep power in check," Battilana says in Power and Influence for Positive Impact.

Employees want to know that their manager will advocate for them, treat them fairly, and, ultimately, do what's right for the business. As a leader, it's important to not only avoid the consolidation of power but also any decision-making that could negatively affect others. Doing so can foster trust within your team and model behavior for others in the organization. The culmination of these factors can help you build a successful team.

5. Act Decisively

In today's fast-changing, complex business environment, effective leaders need to make strategic decisions quickly-even before any definitive information is available.

Once you make a choice, stick with it, unless there's a compelling reason to shift focus. Your goal is to move the organization forward, but that won't happen if you can't make a decision without wavering.

While timely decision-making is essential for any effective leader, it's important to remember that decision-making is a process.

"The majority of people think about making decisions as an event," says HBS Professor Len Schlesinger in the online course Management Essentials. "It's very rare to find a single point in time where a 'decision of significance' is made and things go forward from there. What we're really talking about is a process. The role of the manager in overseeing that process is straightforward, yet, at the same time, extraordinarily complex."

By acting decisively, continuously evaluating, and pivoting when necessary, you can lead your organization through the ever-changing business landscape.

6. Demonstrate Resilience

Every decision you make won't result in success. There will be times when you're met with failure; it's your job as a leader to exercise resiliency.

Consider the example of Antarctic explorer Ernest Schackleton presented in HBS Online's sample business lesson on resilient leadership, led by HBS Professor Nancy Koehn.

When Shackleton's ship, the Endurance, was trapped and crushed by icebergs, the original mission-traversing Antarctica-suddenly became irrelevant. The new mission was to get his team of 28 men home alive. To do so, he needed to quickly lead his team through crisis.

The lesson outlines three key components of Shackleton's approach that all leaders can learn from when facing major challenges:

Continuously assess and reassess your leadership approach

Commit to your primary objective while exercising flexibility

Maintain belief in the team's mission by managing collective and individual energies

Effective leaders don't avoid hard truths or difficult challenges. Instead, they take responsibility for their decisions, maintain optimism, and focus on charting a new course of action. They also help others cope with organizational change and address issues quickly, so that problems don't fester and escalate.

Assessing Your Strengths

Becoming an effective leader doesn't happen overnight. It's an iterative process and requires you to assess your strengths and evaluate who you are as a communicator and collaborator.

"In many cases, it's your strong performance as an individual contributor that lays the foundation for your leadership roles," says Mayo in the course Leadership Principles. "But what got you there won't get you to the next level. As you shift from doing the work yourself to creating the conditions in which others excel, your identity is less about your individual accomplishments and tasks and more about the collective work of the group."

With that shift in mind, you can take action to develop your leadership style and become the type of leader your organization needs.
Do you want to enhance your leadership skills? Download our This post was updated on February 17, 2023. It was originally published on October 4, 2018. free leadership e-book and explore our flowchart to see which online leadership and management course can help you become a more effective leader and unleash the potential in yourself and others.

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6 Characteristics of an Effective Leader | HBS Online

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Effective leadership is essential to the productivity of any organization. Here, we discuss 6 characteristics of an effective leader.

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"A leader is one who knows the way, goes the way, and shows the way!"

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Module 7 reminded me of how blessed I am to have a supervisor who is an amazing leader. She possesses all of the leadership traits described in this module. She is a very effective communicator and motivator. She encourages the team to share thoughts and ideas to help us in our current position. She is engaging, and she is goal oriented. She motivates and encourages me to do my best and acknowledges my strengths and opportunities as an employee. She listens, and provides feedback that is beneficial to my success and career growth.

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Module 2 - Ethics and Corporate Social Responsibility

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Module 2 - Ethics and Corporate Social Responsibility

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Corporate Social Rsponsibility (CSR) is a business model that describes how a company considers its impact on society, the environment, and the economy. It's about a company's accountability to its stakeholders, including employees, customers, suppliers, and the communities where it operates.

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Module 5 - Organizational Structure and Processes

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Module 5 - Organizational Structure and Processes

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Key Takeaways: 4 Types of Organizational Structure

Before implementing an organizational structure, you must understand every aspect of your business.

Organizational structures can help improve the flow of information, team collaboration, productivity, trust and employee happiness.

There are organizational structures for businesses that like using multiple levels of management and for those that prefer to let teams operate more autonomously.

No matter how big (or small) an organization is, it will likely fail without structure. Organizational structure is what helps companies create defined roles and responsibilities, rules, workflows and more. This all sounds great, but how do you build and implement structure, and what are the 4 types of organizational structure?

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4 Types of Organizational Structure Explained for 2024

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These are 4 types of organizational structure you should know about If you’re ready to improve your business across the board.

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This article explains Business Planning and lists the most common components that make up a Business Plan. Business plans do vary depending on the product or service that the business provides, but there are several common key components of a business plan in general. It all starts with Planning!

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The 12 Key Components of a Business Plan (2023) - Shopify Singapore

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There are 12 components of a business plan entrepreneurs must know as they lay out how their business will work.

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Module 5 - Organizational Structure and Processes

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Module 5 - Organizational Structure and Processes

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My opinion is that a Functional Business Structure is going to be the most effective structure for lots of different types of organizations regardless of size. My career experience is based on working for very large organizations with 10,000 + employees that operate across the United States or globally, and all of them operated based on a Functional Business Structure. It is easy, understandable, methodical, and honestly just makes sense from a business perspective.

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Fall 2024 - MAN2021 - Principles of Management

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The mission, vision, and values of a company, along with a situation analysis, serve to help a company set goals.

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Module 4 - Planning and Decision Making 

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Module 4 - Planning and Decision Making 

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Once a company has clearly defined it's goals, then the planning process can begin to outline how the goals are going to be met. There are 4 different functions of Management - Planning, Organizing, Leading, and Controlling. The first and most important function is Planning! You aren't able to carry out the other 3 functions, if you don't do the planning upfront. The planning is where it all starts.

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Module 6 - Managing Human Resources and Communication

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Module 6 - Managing Human Resources and Communication

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This was a funny meme that I found regarding the role of a human resource manager. A lot of times, employees think that the HR department is their advocate, but Human Resources actually focuses on the best interest of the organization.

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Module 2 - Ethics and Corporate Social Responsibility 

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Module 2 - Ethics and Corporate Social Responsibility 

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Providing a diverse and inclusive environment is very important for a business for many reasons. Diversity allows for people from different backgrounds and experience to provide individual opinions and ideas that maybe similar or different from someone from a different background. Inclusion is including everyone equally no matter how diverse the workforce might be, everyone is included regardless.

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Great visual for the concept of Globalization

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Module 3 - Management within a Global Organization 

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Module 3 - Management within a Global Organization 

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Globalization was an exciting module to learn about. You never really think about all of the internal and external factors that are involved in operating in a global market. There are many laws and regulations to keep in mind when operating globally. The cultural differences, and currency exchange rate are just a few things that come to mind when talking about globalization.

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Module 3 - Management within a Global Organization

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Module 3 - Management within a Global Organization

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This image is a visualization of what I learned in Module 3 about Management within Globalization. This module provided me with tons of new information about organizations that operate in a global economy. Globalization is a very detailed and in-depth process with multiple aspects that have to be considered before deciding whether or not to expand into a global market.

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Working with integrity is an important part of corporate ethics. A business and its employees must have integrity in order to show that the company works with ethics and does what is right. I always preform with ethics, and I am proud to be part of a company that takes pride in working with integrity and ethics always.

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Module 2 - Ethics and Corporate Social Responsibility

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Module 2 - Ethics and Corporate Social Responsibility

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The information from Module 2 regarding Ethics and Corporate Social Responsibility was an intriguing module for me. I work for a large financial institution that deeply emphasizes the importance of performing with integrity and the highest level of ethics. Corporate Responsibility was something I didn't realize that I was familiar with, because I never knew the correct terminology that defined the concept. I have now been able to add a new word to my vocabulary and can actually explain the definition of Corporate Social Responsibility.

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This image depicts what we learned in Module 1 "Management Overview". It is an illustration explaining the different types of Managers within an organization. I am familiar with the three different manager types from my personal work experience. At my current job, the top managers are the CEO, and President positions. The middle managers are what I refer to as "my manager's manager" The middle managers report to the CEO and President positions and they manage a team or group of managers which are the first-line managers. My manager is a first line manager, she manages a team of front line or first-line team members that are not in a managerial position.