RefBan
Monday, June 21, 2010
Top Ten Management on Organizing: An Overview of The Importance of Organizational Tactics
This overview of organizing was prepared by Casey Hebert while an Accounting major in the College of Business at Southeastern Louisiana University.
Introduction
One key point in a manager’s position is to have the ability to organize. Organization is being able to determine how, why, and who should do a task. It also refers to keeping documents and statements for the business readily available and easy to read.
The Idea in a Nutshell
Organizing is the ability to have logic behind why and how a task is performed. Organization began with the start of written communication. As humans, we are always trying to organize our lives. Organization is a simple task to perform in order to figure out and complete a much more complex problem.
The Top Ten Things You Need to Know About Organizing
1. The first thing a business should do in organizing itself is to write out a mission statement, the concept of the business, and what the vision is for the future. By doing this, all decisions can be based on these already set goals.
2. Any form of organization is to lead to a specific goal or endpoint. Once the endpoint is decided, it takes organization to figure out the best way to reach that goal.
3. The term organization, to mean the actual business, comes from the fact of having individuals working together with their own duties in order to achieve a working goal.
4. When organizing people to perform a task, a manager should first figure out the employees’ specializations. This way, when delegating certain jobs, people can work on what they do best, in turn getting the job done faster and more precise.
5. Organizing a task can cut down losses for a business. If a job is done twice or not completed correctly due to confusion, this can cost the business money. By organizing, there should be no confusion.
6. Organizing is a way to make sure no one person has too much to do. When a task is organized, it is easier to see who should be doing what. If more workload is on a single person than necessary, then it is easier to notice and reassign jobs.
7. When working in a cluttered space, workers feel more stress and more useless. When a space is organized and free of distractions, more efficient work can be done. This also can lead to more pleasant coworkers around the office.
8. Properly organizing task should cut down on overtime hours or take-home work. If task are properly delegated, then enough time should be given to each worker to complete the task. If too much overtime hours are being used, the work may not properly be organized.
9. When organizing is done correctly, accountability becomes easier to manage. If a job is not done correctly, knowing specifically who to talk to about the problem saves time and stress rather than having to question people or investigate who did wrong.
10. A way of organizing a business is by departmentalizing. This is putting workers in actual departments and that department working on a specific job. Part of delegating would be putting someone in charge of each department and that person would then in change give each person in the department an even more specific job.
My Take
Organizing is definitely still an important part of Management. Without some sort of organization, no task would ever get completed. I was an assistant manager of a retail store for three years, and I remember everyday going into work and seeing what workers I had coming in so I could figure out who would do what when they got to work. It stops a lot of confusion and also cuts out a lot of hanging out time that could be used to work and achieve the goal of the business.
At my job I have currently, I work at a desk and have a basket which other employees drop lots of papers into while I am not there. When I come into work I could either start working from the top of the basket, or take time to organize what is actually in the basket and see what needs to be done first. I have definitely learned from experience that organizing is crucial in getting work done.
References
Kurtus, Ron. (2000, February 14). Organizing your business. Retrieved from http://www.school-for-champions.com/business/organize.htm.
Organizing. (2010). Wikipedia. Retrieved (2010, June 14) from http://en.wikipedia.org/wiki/Organizing.
+++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++
Contact Info: To contact the author of “Top Ten Management on Organizing,” please email casey.hebert@selu.edu.
BIOGRAPHY
David C. Wyld (dwyld.kwu@gmail.com) is the Robert Maurin Professor of Management at Southeastern Louisiana University in Hammond, Louisiana. He is a management consultant, researcher/writer, and executive educator. His blog, Wyld About Business, can be viewed at http://wyld-business.blogspot.com/. He also maintains compilations of his student’s publications regarding book reviews (http://wyld-about-books.blogspot.com/) and international foods (http://wyld-about-food.blogspot.com/).
AN INVITATION TO WORK WITH US, TODAY!
If you enjoyed this publication, why not make one of your own with us! Are you a college or university student from anywhere in the world who would be interested in publishing your work in an edited online journal appropriate to your topic? Such a move can help put muscle into your resume and make a great impression on potential employers and graduate schools (and needless to say – and perhaps most importantly in the age in which we live – likely be the first thing that companies/universities view about you when “Googling” you)! If so, we can help you get that first publication for free (and more if you desire)! Visit Wyld Publishing Services (http://wyldpublishingservice.yolasite.com/) for details. We can work with you to publish your quality essays, research articles/papers, reviews, etc. – and even audio and visual media and PowerPoint presentations – given our network of edited publications and relationship with publishers around the world who want to work with you and your work. Contact us today at dwyld.kwu@gmail.com.
Read more:
Top Ten Management on Organizing: An Overview of The Importance of Organizational Tactics
++++++++++++++++++++++
Top Ten Management on Managing Change and Innovation: An Overview of Techniques for Reducing Resistance to Change
This overview of Managing Change and Innovation was prepared by Blake Phillips while a Management major in the College of Business at Southeastern Louisiana University.
Introduction
This article was produced to educate managers about techniques that can be used to reduce an employee’s resistance to change. Managers should use these techniques to provide support to an employee who may be having troubles coping with changing times within an organization.
The Idea in a Nutshell
Humans do not like change. Change causes uncertainty, disruption of habits, and concerns for personal loss. Change can bring challenges upon managers while trying to keep employees in order. Employees who frequently encounter change are more apt to lose motivation in performing task or believe that the change is not in the best interest of the organization. The techniques for reducing resistance to change are the manager’s tools to keep the organization up and running.
The Top Ten Things You Need to Know About Techniques for Reducing Resistance to Change
1. Education- This can be done by one-to-one discussions, group meetings, or reports. It is critical that employees know how the change will affect the organization.
2. Participation- Allow those who oppose to the change to provide their ideas in the decision making process. This can help employees show that they have expertise to make meaningful contributions. Employee involvement can reduce the resistance to change and perhaps increase motivation while accomplishing task.
3. Facilitation- Provide skills training, or paid leave of absence. Although this technique can be time consuming and expensive, it will provide the employee with a greater feeling of worth within the company.
4. Support- Provide supportive efforts such as counseling or therapy, new skills training. Allow the employee to know that someone is there to help them and that they are not alone while coping with change.
5. Manipulation- This is a method of influencing employees by twisting or distorting certain facts, withholding damaging information, or creating false rumors. This method is inexpensive and when used ethically, it can be an easy way to gain support from resistors.
6. Co-optation- This is a strategy of manipulation and participation. Influence the employee to feel that he/she is part of a group effort to increase the employees desire to succeed.
7. Selecting People Who Accept Change- The ability to accept and adapt to change can be found in an employee’s personality. People who are open to experience and challenges can be beneficial to an organizations future.
8. Coercion- Using direct threats or forces to change an employee’s attitude and increase motivation. A threat to terminate an employee’s job can open the employee’s eyes to see that they must work harder to keep their desired position within an organization.
9. Recognition- Give credit where credit is due. Recognition from a person of higher authority can increase an employee’s condition of worth and thus possibly leading to the employee accepting new challenges to gain further recognition.
10. Communication- Communicate with employees to see the logic of change. This is appropriate if resistance is contributed to misinformation or poor communication.
My Take
I feel that managers must use these techniques to keep the organization moving along and to help cope with changing times. Sometimes a change is needed, other times change just happens. To some people, just the thought of change can lead to loss of motivation, feelings of uneasiness, or lead to loss of commitment to an organization. The techniques listed above are the tools managers must use to diminish employee resistance as much as possible. Without committed and motivated employees, organizations will never reach their full potential.
References
Coulter, M., & Robbins, S. P. (2009). Management. Techniques for Reducing Resistance to Change, 265.
Blanchard, K. (2008, May 7). Change Management.
Retrieved from http://www.youtube.com/watch?v=b-SoMlEIBr4
+++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++
Contact Info: To contact the author of “Top Ten Management on Managing Change and Innovation” please email Blake Phillips at Blake.Phillips@selu.edu or Blakep06@yahoo.com.
BIOGRAPHY
David C. Wyld (dwyld.kwu@gmail.com) is the Robert Maurin Professor of Management at Southeastern Louisiana University in Hammond, Louisiana. He is a management consultant, researcher/writer, and executive educator. His blog, Wyld About Business, can be viewed at http://wyld-business.blogspot.com/. He also maintains compilations of his student’s publications regarding book reviews (http://wyld-about-books.blogspot.com/) and international foods (http://wyld-about-food.blogspot.com/).
AN INVITATION TO WORK WITH US, TODAY!
If you enjoyed this publication, why not make one of your own with us! Are you a college or university student from anywhere in the world who would be interested in publishing your work in an edited online journal appropriate to your topic? Such a move can help put muscle into your resume and make a great impression on potential employers and graduate schools (and needless to say – and perhaps most importantly in the age in which we live – likely be the first thing that companies/universities view about you when “Googling” you)! If so, we can help you get that first publication for free (and more if you desire)! Visit Wyld Publishing Services (http://wyldpublishingservice.yolasite.com/) for details. We can work with you to publish your quality essays, research articles/papers, reviews, etc. – and even audio and visual media and PowerPoint presentations – given our network of edited publications and relationship with publishers around the world who want to work with you and your work. Contact us today at dwyld.kwu@gmail.com.
Read more:
Top Ten Management on Managing Change and Innovation: an Overview of Techniques for Reducing Resistance to Change
++++++++++++++++++++++
Sunday, June 20, 2010
Facebook COO Says 'Email Is Probably Going Away' (VIDEO)
Image via Wikipedia
Hmmmm. I don't know what you think, but that's like saying we'll not be able to get by without land-line phones, VCRs, PCs.....wh
Watch:
++++++++++++++++++++++
Saturday, June 19, 2010
University Of Illinois Nixes $98,000 Sculpture Of Former President
Image by Zadi Diaz via Flickr
Tone-deaf administrators! You have got to acknowledge that in these budgetary times, such moves - anywhere - will appear callous and aloof to students and parents who will have to go deeper into debt to finance college tuitions, as well as to laid-off, terminated, and/or furloughed faculty and staff that would rather be working than have a $100 thousand dollar statue of an administrator in a dining hall for students to eventually hit with mashed potato bombs (Belushi-style) in a food fight!
++++++++++++++++++++++
11 Brands That Will Disappear In 2011: 24/7 Wall Street
Image via CrunchBase
All very interestin
Then post your choice here below to compare with your peers....
++++++++++++++++++++++
Thursday, June 17, 2010
Top Ten Management on Managing Change and Innovation: An Overview of Techniques for Reducing Resistance to Change
This overview of Managing Change and Innovation was prepared by Blake Phillips while a Management major in the College of Business at Southeastern Louisiana University.
Introduction
This article was produced to educate managers about techniques that can be used to reduce an employee’s resistance to change. Managers should use these techniques to provide support to an employee who may be having troubles coping with changing times within an organization.
The Idea in a Nutshell
Humans do not like change. Change causes uncertainty, disruption of habits, and concerns for personal loss. Change can bring challenges upon managers while trying to keep employees in order. Employees who frequently encounter change are more apt to lose motivation in performing task or believe that the change is not in the best interest of the organization. The techniques for reducing resistance to change are the manager’s tools to keep the organization up and running.
The Top Ten Things You Need to Know About Techniques for Reducing Resistance to Change
1. Education- This can be done by one-to-one discussions, group meetings, or reports. It is critical that employees know how the change will affect the organization.
2. Participation- Allow those who oppose to the change to provide their ideas in the decision making process. This can help employees show that they have expertise to make meaningful contributions. Employee involvement can reduce the resistance to change and perhaps increase motivation while accomplishing task.
3. Facilitation- Provide skills training, or paid leave of absence. Although this technique can be time consuming and expensive, it will provide the employee with a greater feeling of worth within the company.
4. Support- Provide supportive efforts such as counseling or therapy, new skills training. Allow the employee to know that someone is there to help them and that they are not alone while coping with change.
5. Manipulation- This is a method of influencing employees by twisting or distorting certain facts, withholding damaging information, or creating false rumors. This method is inexpensive and when used ethically, it can be an easy way to gain support from resistors.
6. Co-optation- This is a strategy of manipulation and participation. Influence the employee to feel that he/she is part of a group effort to increase the employees desire to succeed.
7. Selecting People Who Accept Change- The ability to accept and adapt to change can be found in an employee’s personality. People who are open to experience and challenges can be beneficial to an organizations future.
8. Coercion- Using direct threats or forces to change an employee’s attitude and increase motivation. A threat to terminate an employee’s job can open the employee’s eyes to see that they must work harder to keep their desired position within an organization.
9. Recognition- Give credit where credit is due. Recognition from a person of higher authority can increase an employee’s condition of worth and thus possibly leading to the employee accepting new challenges to gain further recognition.
10. Communication- Communicate with employees to see the logic of change. This is appropriate if resistance is contributed to misinformation or poor communication.
My Take
I feel that managers must use these techniques to keep the organization moving along and to help cope with changing times. Sometimes a change is needed, other times change just happens. To some people, just the thought of change can lead to loss of motivation, feelings of uneasiness, or lead to loss of commitment to an organization. The techniques listed above are the tools managers must use to diminish employee resistance as much as possible. Without committed and motivated employees, organizations will never reach their full potential.
References
Coulter, M., & Robbins, S. P. (2009). Management. Techniques for Reducing Resistance to Change, 265.
Blanchard, K. (2008, May 7). Change Management.
Retrieved from http://www.youtube.com/watch?v=b-SoMlEIBr4
+++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++
Contact Info: To contact the author of “Top Ten Management on Managing Change and Innovation,” please email Blake Phillips at Blake.Phillips@selu.edu or Blakep06@yahoo.com.
BIOGRAPHY
David C. Wyld (dwyld.kwu@gmail.com) is the Robert Maurin Professor of Management at Southeastern Louisiana University in Hammond, Louisiana. He is a management consultant, researcher/writer, and executive educator. His blog, Wyld About Business, can be viewed at http://wyld-business.blogspot.com/. He also maintains compilations of his student’s publications regarding book reviews (http://wyld-about-books.blogspot.com/) and international foods (http://wyld-about-food.blogspot.com/).
AN INVITATION TO WORK WITH US, TODAY!
If you enjoyed this publication, why not make one of your own with us! Are you a college or university student from anywhere in the world who would be interested in publishing your work in an edited online journal appropriate to your topic? Such a move can help put muscle into your resume and make a great impression on potential employers and graduate schools (and needless to say – and perhaps most importantly in the age in which we live – likely be the first thing that companies/universities view about you when “Googling” you)! If so, we can help you get that first publication for free (and more if you desire)! Visit Wyld Publishing Services (http://wyldpublishingservice.yolasite.com/) for details. We can work with you to publish your quality essays, research articles/papers, reviews, etc. – and even audio and visual media and PowerPoint presentations – given our network of edited publications and relationship with publishers around the world who want to work with you and your work. Contact us today at dwyld.kwu@gmail.com.
Read more in:
Top Ten Management on Managing Change and Innovation: an Overview of Techniques for Reducing Resistance to Change++++++++++++++++++++++
Be a Procurement Hero in a Time of Great Budgetary Needs: Maximizing Purchasing Power Amongst Colleges and Universities Through Reverse Auctions
Image via WikipediaToday, budget challenges are at the forefront of concern for all in higher education. Here’s a roadmap for a procurement revolution for colleges and universities. Through the use of reverse auctions, higher education executives can make sure their institution’s procurement operation is able to get the most “bang for the buck” and maximize the value of every purchase by benchmarking best practices in the private and public sector.
There’s been much talk of late – on sports radio, the four-letter network, and on sports pages and blogs – about major colleges and universities coming together to form major “super-conferences” for sports – namely the 800 pound gorilla that is major college football. When the dust settles, alliances and rivalries that have been in place for decades may well be put aside for yes, you guessed it, the almighty dollar.
Whether we see “football Armageddon” this year – or in a couple of years or even a decade from now, one thing is for certain. We have seen that yes, campus leaders are – at their core – businesspeople. They have to be! It is essential that they be excellent managers – and leaders – in order to have their institutions survive and thrive in an increasingly complex, highly competitive and rapidly changing world of higher education today – all while facing major budgetary pressures from a loss of both state funding and donor support, while in many cases seeing their endowments plunge in value as well. Yes, they are academic institutions, and yes, they are non-profit. However, no university president or college provost today – whether their home discipline is accounting, biology, or philosophy – has to be able to think and act like the leader of a major corporation – one that may have as many employees – and the revenue and expenses – of a Fortune 500 company!
With all the attention of late on the business of college sports, we have come to really appreciate that yes, the institution does have to balance its balance sheet and squeeze out at least to the break-even point on its income statement. If not, the future can be full of “unpleasantness” – spending freezes, employee furloughs and layoffs, discontinued programs – bad stuff! So, if a college can lower its procurement costs, this can free-up dollars to retain faculty, to preserve services, and to ensure that the quality of the institution is upheld – even in the face of dire economic circumstances.
Recently, we have seen an increasing number of colleges and universities around the country – mirroring the best practices of major companies, state governments, and even the federal sector – to increasingly make use of reverse auctions in their procurement. What is a reverse auction? Think of it as eBay – but in reverse! A reverse auction is a process in which a buyer solicits bids from interested sellers, and those sellers have the opportunity to submit a single bid, or multiple bids that decrease in price. So while we typically think of bidders bidding up the price to be paid in a forward auction to buy something, this works literally in reverse – as bidders are bidding down the price at which they will sell an item to a buying organization. While a reverse auction can be held in a physical event, most reverse auctions take place through a web or system-based electronic interface – an electronic marketplace.
Over the past decade, the evidence is quite clear – reverse auctions can produce savings on everything you buy – from paper clips and computers to yes, bulk purchases of utility power. They have become a proven tool for Fortune 500 companies and large governmental buyers, and now, with the advent of web-based, user-friendly interfaces, in many cases, an online e-marketplace can be the easiest – and fastest – way to reach new potential suppliers and ensure that you are maximizing the effectiveness of its procurement dollars for organizations of all sizes around the country and around the world. By partnering with a reverse auction provider, organizations can actually achieve substantial procurement savings – not just in dollar cost outlays, but in critical metrics such as time and manpower – all with a process that is likely to be more transparent and less subject to bid protests and other legal issues than standard operational methods.
And, for public sector agencies, there are a number of private sector partners to choose from, such as Co-exprise (http://www.co-exprise.com/), FedBid (http://www.fedbid.com/), and Procurex (http://www.procurexinc.com/), each of whom are experienced in partnering with governmental agencies to produce 10-20% savings – perhaps more – and in some cases, much more – on your acquisition dollars.
While reverse auction activity is rapidly growing in the federal government and at the state and local level as well, it is just now beginning to take-off with institutions of higher learning. Recently, Procurex helped a Midwestern university save $675,000 on a major purchase of coal, producing these savings in an extremely competitive electronic auction process that drove the institution’s price point down by having 7 potential suppliers issue 73 bids in just a 45-minute long event! There have also been individual institutions, such as Emory University in Atlanta, that have integrated reverse auctions into their purchasing processes to the point where electronic auctions have become a “first-choice” for procuring all manner of goods and services. Indeed, we have now even seen systems of institutions, such as the military academies and the University of Tennessee system’s work with FedBid, Inc., a Vienna, Virginia-based leader in the providing reverse auction services to governments at all levels. And FedBid’s model is to work with institutions on buys as small as $3,000, meaning that most of a college or universities purchasing could – and perhaps should – be competed via its electronic marketplace. And not just to make sure that an institution is getting the absolute lowest market price for the myriad goods, commodities and services necessary for any major customer-focused organization to operate today.
Finally, with all the attention on the University of Nebraska – and perhaps Notre Dame – joining the Big 10 Conference for football (and oh yes, the other sports as well), the Big 10 has led the way as a model for aggregating purchasing not just across individual campuses and entire systems, but between them as well. For over half a century, member institutions of the Big 10 – plus the University of Chicago – (see Table 1) have cooperated on all manner of cross-institutional research projects and student support initiatives through the Committee on Institutional Cooperation (CIC) (http://www.cic.net/).
Table 1 – CIC Member Universities
University of Chicago
University of Illinois
Indiana University
University of Iowa
University of Michigan
Michigan State University
University of Minnesota
Northwestern University
Ohio State University
Pennsylvania State University
Purdue University
University of Wisconsin-Madison
CIC member instituions have also cooperated to pool their purchasing power and save precious budgetary dollars through conduct joint reverse auction-based procurements. All told, the CIC Purchasing Consortium has produced aggregate savings in excess of eight million dollars, across a wide variety of items, including:
· IT equipment
· office suppliers
· furniture
· copy paper
· audio-visual equipment
· energy.
Based on results like these, The CIC recently announced that it was extending its contract with Procurex through 2013.
ANALYSIS
It is quite clear that higher education budgets will be under intense strain for the next coming years, with many predicting no end in sight for the state budget crises that have taken a huge toll on public colleges and universities. Private institutions have fared even worse in many cases, with falling endowments and a declining pool of applicants – with the ability to pay – or even to get financial aid.
So, for all the attention the “super-conference” debate has brought to the revenue side of the equation for college and university administrations across the land for the biggest, brand name, flagship-level universities, the real issue for all higher education executives is how to cut costs at their institution – even if it is one that doesn’t make SportCenter on a regular basis – if ever. For the procurement departments at hundreds of very good, but non-football power schools, this is a time of counting paper clips and making sure that every dollar and every penny of funding gets the most “bang for the buck.” So now is most certainly the time for all in charge of higher ed purchasing to take a first – or another look – at how you can best employ reverse auctions to become a “Procurement Hero” in this era of big budget crises! And for college presidents, university chancellors, and members of governing boards, why not ask the “why aren’t we doing this” question to get your staff moving on this – yesterday!
Here at the Reverse Auction Research Center (http://reverseauctionresearch.blogspot.com/), we’re particularly focused on how all colleges and universities can best make use of reverse auctions in institutional procurement operations and maximize the value of each and every purchasing dollar. If you’re interested in learning more – or if you have a story to share about your own experiences using reverse auctions in a higher ed environment, please contact me at dwyld.kwu@gmail.com.
About the Author:
David C. Wyld (dwyld.kwu@gmail.com) is the Director of the Reverse Auction Research Center (http://reverseauctionresearch.blogspot.com/). He currently serves as the Robert Maurin Professor of Management at Southeastern Louisiana University in Hammond, Louisiana. He is a noted expert on reverse auctions and e-procurement topics, being widely published on the topic and a recognized expert/consultant in the area. He has been named among the Rising Stars in Federal Information Technology by Federal Computer Week.
Read more: http://bizcovering.com/business/be-a-procurement-hero-in-a-time-of-great-budgetary-needs-maximizing-purchasing-power-amongst-colleges-and-universities-through-reverse-auctions/#ixzz0r9chmTmC
+++++++++++++++++++++++++++++++++++++++++
++++++++++++++++++++++
Subscribe to:
Posts (Atom)