Case Study Quality in Practice: Using the Balanced Scorecard at the United States Postal Service GM588: Managing Quality Instructor: January 31, 2011 Key Issues for Discussion 1. Explain how the Voice of the Employee supports improved internal processes (Voice of the Business), and how the Voice of the Business supports customer satisfaction (Voice of the Customer). Quality is defined as meeting or exceeding customer expectations, so the first, and overriding, feature of Total Quality Management is a company’s focus on its customers. The goal is to first identify and then meet those customers’ needs by utilizing the Voice of the Customer (VoC) tools. Successful companies understand the powerful impact customer-defined quality could have on their business.
Leadership and Performance in the Workplace Kelly Johnson PSY 435 April 2, 2012 Hugh Wallace, Ph.D Leadership and Performance in the Workplace Organizations need employee behavior to conform to workplace performance standards (Brown, 2011). While employees need to feel their behavior and performance in the workplace will be acknowledged. In order to maintain a happy medium with both employer and employee often times employers use I/O Psychologists to assist in the structure or needed improvements of their organization, such as the scenario of JC’s Casino. This organization is in need of improvements from top to bottom, from owner to housekeeper, in all aspects of structuring a high profile casino to benefit all who are involved.
| Recognizing Employee Contributions | HRM 500 Assignment 4 | | Sherry Jackson | 12/14/2014 | As an HR professional in today’s world businesses are required to create a continuous positive atmosphere. Ensuring that the right people are in the right position is a key component of the job. The challenges faced by HR professionals within this organization are important dimensions. The policies, practices, and systems that influence employees ‘behavior, attitudes, and performance as well as the employees pay is important to retain good employees. Many companies refer to HRM as involving “people practices.” HR professionals should emphasize that there are several important HRM practices that should support the organization’s business strategy: analyzing work and designing jobs, determining how many employees with specific knowledge and skills are needed (human resource planning), attracting potential employees (recruiting), choosing employees (selection), teaching employees how to perform their jobs and preparing them for the future (training and development), evaluating their performance (performance management), rewarding employees (compensation), and creating a positive work environment (employee relations).
Job Redesign and Workplace Rewards Assessment Angel Ralston PSY/320 November 19, 2012 Debra Julian Abstract. Motivation with-in an organization is crucial to the success of the organization and the personal success of the employee. Understanding the process in which an organization sets goals, gives rewards, performs employee evaluations can make an organization grow as well as keep up a good performance reputation. Setting goals can have an impact on workplace productivity in a positive and a negative way. Rewards that are given for quality performance helps an individual be able to assess themselves, helping them be able to have job satisfaction along with personal growth.
Market competitiveness on the other hand focuses its attention on gaining the best qualified employee and retaining them. A company must be customer focus and watch its competitors as well as develop suitable resources. Pay structures are vital to an organizations compensation department. It recognizes the importance of individual contributions by developing pay grades and ranges that promote the retention of their valued employees. Describe the contextual influence that you believe will pose the greatest challenge and the contextual influence that will pose the least challenge to companies’ competitiveness and explain why.
Team "B" Reflection Summary: Weeks One and Two Shamela Caldwell, Brandee Carter, Katrina Harris, Ina Howard, Carolyn Young MGT/311 August 22, 2012 Walter Goodwyn Team "B" Reflection Summary: Weeks One and Two Week one addressed the varying levels of job satisfaction and how it is measured. Job satisfaction consists of factors such as, interaction with co-workers, supervisors, and the way an individual adheres to the rules and policies of the organization. We also discussed that attitudes determines the behavior of an employee when it comes to productivity, efficiency, and the ability to participate in a team effort. Unfortunately, too often individuals equate good pay with job satisfaction because to them to having a job should suffice.
Running head: PERSONAL VALUES Personal Values Kenneth L. Winkle University of Phoenix Online Management MGT 521 Allen Sutton September 29, 2008 Personal Values As a manager, many decisions require taking into consideration the needs of the company and the concerns of the employees affected. One determining factor in making these decisions are the manager’s personal values. Each manager is different on the personal values use to evaluate the situation and decide on the proper action for the current circumstances. The ethical profile of the manager is a useful tool in determining the key factors a manager may use in his or her decision making process. The Williams Institute Ethics Awareness Inventory Assessment is
According to, the Adams Equity Theory, what motivates people working within an organization is the employee’s perception of equitability. The Adams theory suggests employee perceptions of equal input and outcome ratios, in comparison to coworkers can encourage or discourage individual motivation. Adams Equity Theory suggests an employee’s motivational basis regarding individual inputs, such as productivity and efficiency, is equal, or equitable, to the outcome he or she receives from performing the job, including pay or recognition (Adams,
Riordan Manufacturing Executive Report Learning Team A CMGT/583 – IS Integration July 1, 2013 Mark Lefler University of Phoenix Introduction Riordan Manufacturing is at a crossroads in their organization to meet business goals that include their information systems (IS) and information technology (IT) departments. These departments need to be analyzed to determine their current status in order for Riordan executives to understand improvements needed to bring resources together. Riordan Manufacturing is “focused in achieving and maintaining reasonable profitability to assure that the financial and human capital is available for sustained growth” (Apollo Group, Inc., 2005, 2006, 2012, 2013, Intranet Home). To meet this
A business uses this moral theory to guide and assess their choices about what should be done for the good of the company by considering the consequences generated by their decision. By applying this theory, business’ base their decisions on the platforms of many categories such as honesty, promise keeping, fairness, and loyalty (Trevino & Nelson, 2007). A recent experience of this theory occurred when the staff department was notified of layoffs two weeks before they were to begin. While working alongside employees that were part of the labor reduction, one would find it extremely difficult in releasing specific information involving the company’s plan to those employees. As a loyal employee of Jabil Circuit, the member of the staff team kept his promise by not releasing the