COLLABORATION and CONTROL: Crisis Management and Multimedia
Total Page:16
File Type:pdf, Size:1020Kb
Load more
Recommended publications
-
Line Management Factsheet
Line Management Factsheet 1. Introduction Research has shown that front line managers are critical to the success of any business because they have a considerable influence on the behaviour of employees and their overall attitude towards the organisation. Therefore it is essential that line managers are: • Recruited and selected to ensure they have the right skills and qualities to motivate employees and deal with difficult situations • Trained so that they can carry out their duties effectively and also develop their own careers • Given a balanced workload that allows the necessary time to focus on performance management • Coached by senior managers so that they can develop their management skills, play an active role in decision making and discuss any problems they may be facing 2. What is a line manager? Line managers are known by a number of different names: • manager • supervisor • team leader • project leader Line managers have responsibility for managing individual employees or teams. The line managers, in turn, then report to a higher level of management on the performance and well-being of the employees or teams they manage. Line managers tend to perform the same tasks as their teams or have recent experience of the work. The terms ‘line-manager’ and ‘front-line manager’ are sometimes used interchangeably, however, ‘front-line manager’ tends to be more specific and normally refers to line managers in the lower layers of the management hierarchy (for example, team leader, supervisor roles). This means that front- line managers only manage employees who have no supervisory responsibilities, and not other managers. The number of employees that a line manager is responsible for can vary from one or two in smaller organisations, up to as many as 30 in a larger business. -
The Devsecops Product Line Management Playbook
THE DEVSECOPS PRODUCT LINE MANAGEMENT PLAYBOOK Version 2.0 May 2021 Executive Summary and Approval The DevSecOps Product Line Management (PLM) Playbook details how the Office of Information and Technology (OIT), Development, Security, and Operations (DSO) leadership expects Product Lines to implement Lean-Agile and DevSecOps practices while moving from a project centric to a product centric focus. As the Department of Veterans Affairs (VA) continually strives to improve project and product management effectiveness and efficiency, VA welcomes any insight that users can provide. Users should send their comments and suggestions for improvements to the PLM Playbook to the Agile Center of Excellence (ACOE), [email protected] for review and consideration. The PLM Playbook applies to all IT products aligned to Product Lines in the Software Product Management, Infrastructure Operations, and Product Engineering groups within the DevSecOps organization. Others outside of DevSecOps may use the Playbook for situational awareness as needed. The DevSecOps PLM Playbook 2.0 is approved by: X Daniel McCune Executive Director, Software Product Manag... X Reginald Cummings Executive Director, Infrastructure Operations X Drew Myklegard Executive Director, Product Engineering i Revision History Version Date Description 1.0 July, 2020 First Issuance 2.0 May 2021 Added PLM Maturity Level 2 Table of Contents Product Line Management Playbook Overview ...................................................................... 1 Introduction ........................................................................................................................ -
Leadership and Programme Management in Infection Prevention and Control: a Trainer’S Guide
Advanced Infection Prevention and Control Training Issue version 2018 Leadership and programme management in infection prevention and control: a trainer’s guide Outline of the module The Leadership and programme management in infection prevention and control (IPC) advanced training module is part of a package designed for advanced IPC focal persons working in low-resource settings. It is designed to support the implementation of the World Health Organization (WHO) Guidelines on core components of IPC programmes at the national and acute health care facility level1 as part of a multifaceted approach to capacity building. Target audience This training is designed for individuals and teams who are intending to occupy a senior leadership position in IPC at the national, sub-national and health facility level. Trainees are expected to possess at least basic experience and competence in IPC and could include (not exhaustive) IPC professionals, IPC hospital teams, facility administrators, hospital epidemiologists, microbiologists or other relevant health care professionals. The advanced training package complements a basic training package intended for all frontline healthcare workers. Objectives of the module The objectives of the module are to equip the advanced IPC focal person to: 1. define the roles and responsibilities of an IPC focal person; 2. describe the requirements of an IPC programme according to the WHO core components’ guidelines; 3. demonstrate key leadership skills; 4. demonstrate conflict management and communication skills; 5. advocate for IPC as a priority in health care, as well as describing the need for synergies with other programmes; 6. foster teamwork; 7. lead project development, management and budget planning necessary for an IPC programme; 8. -
The Effective HR Business Partner
research CORPORATE RESEARCH FORUM November 2009 The Effective HR Business Partner Andrew Lambert “There’s not much difference between an HR BP and an HR generalist. The title isn’t important. What matters is their attitude and interest in the business – and being able to use HR expertise to shape advice for that business.” Celia Baxter, Group HR Director, Bunzl. “ ” CORPORATE RESEARCH FORUM All rights reserved. The Effective HR Business Partner No part of this publication may be reproduced, stored in a retrieval system or transmitted in any form or by any means without prior permission in writing of the publisher. Corporate Research Forum One Heddon Street Mayfair London W1B 4BD United Kingdom ISBN: 978-0-9553273-8-4 research CORPORATE RESEARCH FORUM November 2009 The Effective HR Business Partner Andrew Lambert Report sponsored by AdviserPlus and Sheppard Moscow 1 research CORPORATE RESEARCH FORUM CONTENTS Contents Acknowledgements 4 Executive Summary 5 1 Changing context of business partnering 7 1.1 The struggle of business partnering 1.2 A different business context 1.3 The world and organisations are different places 1.4 Three imperatives – talent, performance and change 1.5 The core concern 2 Business partner issues 10 2.1 What customers want from HR BPs 2.2 Manager and HRD concerns 2.3 Underlying causes of problems 2.4 Business partner terminology 3 Roles and structure of HR BPs 14 3.1 The core purpose of BPs 3.2 BP structures and segmentation 3.3 To whom do HR BPs report? 3.4 How strategic or operational? 3.5 Effects of technology -
Earned Value Management (EVM) System Description
NASA/SP-2019-3704 Earned Value Management (EVM) System Description National Aeronautics and Space Administration November 1, 2019 Electronic copies are available from: NASA STI Program: https://wwww.sti.nasa.gov NASA STI Information Desk: [email protected]/ (757) 864-9658 Write to: NASA STI Information Desk Mail Stop 148 NASA Langley Research Center Hampton, VA 23681-2199 NASA Engineering Network (NEN) at https://nen.nasa.gov/web/pm/ (inside the NASA firewall only). OCFO-SID EVM Homepage at https://community.max.gov/dis- play/NASA/Earned+Value+Management+HOMEPAGE (inside the NASA firewall only) RECORD OF REVISIONS R E DESCRIPTION DATE V Basic Issue November 2013 1 Incorporate IPMR, ANSI/EIA-748 reference change March 2016 2 Added EVM reciprocity, scalability and new EVM $250M threshold January 2018 Added SMD Class-D EVMS Deviation, revised Intra-Agency Work Agree- ment EVM requirements, updated links, updated NASA EVMS requirements 3 September 2019 thresholds chart, deleted special publication numbers from references, cor- rected Data Requirements Description acronym, minor edits, etc. NASA EVM System Description ii ii TABLE OF CONTENTS P.1 Purpose ............................................................................................................ vi P.2 Applicability ..................................................................................................... vii P.3 Authority .......................................................................................................... vii P.4 References ..................................................................................................... -
The Influence of Line Managers and HR Department on Employees' Affective Commitment
View metadata, citation and similar papers at core.ac.uk brought to you by CORE provided by Lirias Faculty of Business and Economics The influence of line managers and HR department on employees' affective commitment Caroline Gilbert, Sophie De Winne and Luc Sels DEPARTMENT OF MARKETING AND ORGANISATION STUDIES (MO) OR 1004 The influence of line managers and HR department on employees’ affective commitment Caroline Gilberta*, Sophie De Winnea,b and Luc Selsa aKatholieke Universiteit Leuven, Leuven, Belgium; bLessius, Antwerpen, Belgium Based on social exchange theory, we investigate the impact of HRM investments made by two important HR actors, i.e. line managers and the HR department, on employees’ affective commitment. More specifically, we examine the independent and joint impact of three different independent variables: the line manager’s enactment of HR practices, the line manager’s relations- oriented leadership behaviour and the HR department’s service quality. We contribute to existing literature in two ways. First, we pay attention to the HRM role of line managers, a topic largely neglected in SHRM research. Second, we focus on perceived HRM rather than intended HRM, because this is seen as the driver of employees’ attitudinal and behavioural reactions. Data for this study were collected among 1363 employees (response rate 72%), working in three different service organizations. The results of a moderated regression analysis indicate that line managers can enhance employee affective commitment by both the effective enactment of HR practices and good relations-oriented leadership behaviour. High service quality by the HR department has an additional positive effect on employees’ affective commitment. -
How Is Your Leadership Changing? Margaret Wheatley ©2005
How is Your Leadership Changing? Margaret Wheatley ©2005 I'm sad to report that in the past few years, ever since uncertainty became our insistent 21st century companion, leadership has taken a great leap backwards to the familiar territory of command and control. Some of this was to be expected, because humans usually default to the known when confronted with the unknown. Some of it was a surprise, because so many organizations had focused on innovation, quality, learning organizations, and human motivation. How did they fail to learn that whenever you impose control on people and situations, you only succeed in turning people into non-creative, shut-down and cynical workers? The destructive impact of command and control The dominance of command and control is having devastating impacts. There has been a dramatic increase in worker disengagement, few organizations are succeeding at solving problems, and leaders are being scapegoated and fired. Most people associate command and control leadership with the military. Years ago, I worked for the U.S. Army Chief of Staff. I, like most people, thought I'd see command and control leadership there. The great irony is that the military learned long ago that, if you want to win, you have to engage the intelligence of everyone involved in the battle. The Army had a visual reminder of this when, years ago, they developed new tanks and armored vehicles that traveled at unprecedented speeds of fifty miles an hour. When first used in battle during the first Gulf War, several times troops took off on their own, speeding across the desert at high speed. -
Service-Line Management: an Overview
Service-line management: an overview 114052_Monitor_Conf_briefing_sheet.indd4052_Monitor_Conf_briefing_sheet.indd SSec1:1ec1:1 221/4/091/4/09 111:18:371:18:37 Introduction What is service-line management? Service-line management (SLM) identifi es Service lines are the units from which the specialist areas and manages them as distinct trust’s services are delivered, each with operational units. It enables NHS foundation their own focus on particular medical trusts to understand their performance conditions or procedures and their own and organise their services in a way which specialist clinicians. Each unit also has benefi ts patients and delivers effi ciencies for clearly identifi ed resources, including the trust. It also provides a structure within support services, staffi ng and fi nances. which clinicians can take the lead on service development, resulting in better patient care. Many trusts have already implemented service-line reporting (SLR), which provides the fi nancial and SLM was developed by Monitor for NHS foundation operational picture for each service. SLM takes trusts, although its principles apply equally to other the service line concept to a higher level, providing NHS settings. It draws on evidence and best practice an organisation structure and management from UK pilot sites and the experience of healthcare framework within which clinicians and managers providers worldwide who use similar principles and can plan service activities, set objectives and approaches within their healthcare systems. It is a targets, monitor their service’s fi nancial and dynamic and constantly evolving programme which operational activity and manage performance. will continue to explore the issues and challenges faced by trusts and develop best practice solutions. -
Quality Management
DEPARTMENT OF HEALTH AND HUMAN SERVICES ENTERPRISE PERFORMANCE LIFE CYCLE FRAMEWORK <OPDIV Logo> PPPRRRAAACCCTTTIIICCCEEESSS GGGUUUIIIDDDEEE QUALITY MANAGEMENT Issue Date: <mm/dd/yyyy> Revision Date: <mm/dd/yyyy> Document Purpose This Practices Guides is a brief document that provides an overview describing the best practices, activities, attributes, and related templates, tools, information, and key terminology of industry-leading project management practices and their accompanying project management templates. This guide is focused on practices that should be applied to ensure the project will satisfy business needs, objectives, and requirements. Background The Department of Health and Human Services (HHS) Enterprise Performance Life Cycle (EPLC) is a framework to enhance Information Technology (IT) governance through rigorous application of sound investment and project management principles and industry’s best practices. The EPLC provides the context for the governance process and describes interdependencies between its project management, investment management, and capital planning components. The Quality Management Plan is an important component of a Project Management Plan deliverable. The discipline of quality management complements project management with its focus on customer satisfaction, prevention of defects over inspection, management responsibility, and continuous improvement. Practice Overview Project Managers should assume responsibility for the development of quality policies for the project and the coordination of related activities, in compliance with any organizational and/or regulatory standards. A Quality Management Plan documents this information and describes the authorities, policies, tools and techniques that are specific to ensuring project excellence, reducing cost and eliminating unnecessary corrections and/or changes. It is important to note that the concept of quality does not necessarily require perfection. -
Customer Relationship Management and Leadership Sponsorship
Abilene Christian University Digital Commons @ ACU Electronic Theses and Dissertations Electronic Theses and Dissertations Spring 5-2019 Customer Relationship Management and Leadership Sponsorship Jacob Martin [email protected] Follow this and additional works at: https://digitalcommons.acu.edu/etd Recommended Citation Martin, Jacob, "Customer Relationship Management and Leadership Sponsorship" (2019). Digital Commons @ ACU, Electronic Theses and Dissertations. Paper 124. This Dissertation is brought to you for free and open access by the Electronic Theses and Dissertations at Digital Commons @ ACU. It has been accepted for inclusion in Electronic Theses and Dissertations by an authorized administrator of Digital Commons @ ACU. This dissertation, directed and approved by the candidate’s committee, has been accepted by the College of Graduate and Professional Studies of Abilene Christian University in partial fulfillment of the requirements for the degree Doctor of Education in Organizational Leadership Dr. Joey Cope, Dean of the College of Graduate and Professional Studies Date Dissertation Committee: Dr. First Name Last Name, Chair Dr. First Name Last Name Dr. First Name Last Name Abilene Christian University School of Educational Leadership Customer Relationship Management and Leadership Sponsorship A dissertation submitted in partial satisfaction of the requirements for the degree of Doctor of Education in Organizational Leadership by Jacob Martin December 2018 i Acknowledgments I would not have been able to complete this journey without the support of my family. My wife, Christal, has especially been supportive, and I greatly appreciate her patience with the many hours this has taken over the last few years. I also owe gratitude for the extra push and timely encouragement from my parents, Joe Don and Janet, and my granddad Dee. -
Supply Chain Control Tower the Information Link for Operations Across the Live Enterprise
Supply Chain Control Tower The information link for Operations across the Live Enterprise 02 Supply Chain Control Tower | The information link for Operations across the Live Enterprise The Live Enterprise – A paradigm shift for companies 04 The Supply Chain Control Tower – Our Point of View 05 Deloitte Project Insights from a Premium Automotive OEM 08 Digital Supply Chains – An Outlook 13 Contact 14 03 The Live Enterprise – A paradigm shift for companies In today’s world, companies have more supply chain data at their fingertips than ever before – vital information that helps to create realtime insights and improve operational performance. Achieving competitive advantage in their Having access to supply chain data is just actions and execution becomes possible the first step. The second step is to connect when we can link core functions and lever and structure the available information age greater volumes of more precise data to provide endtoend transparency for planning purposes. and realtime visibility. The gateway to transparency is the Supply Chain Control Digitalization is no longer simply a buzz Tower, a central information cockpit that word – it has become our shared reality. integrates business processes across the By harnessing a range of (newly) available supply chain and supports rapid exception technologies to foster better, more management. By leveraging intelligent data dynamic management of daily business analytics, it is instrumental in creating a operations, companies are gradually responsive supply chain that uses retro evolving into Live Enterprises. The uniform spective data insights to create actionable data pools, made possible by the Internet insights in a sustainable way. -
Internal Control and Ontrol and Human Resource Management Closing The
121314 – Journal of Legal Issues and Cases in Business Internal control and human resource management : Closing the loop James Schaefer University of Evansville Rania Mousa University of Evansville ABSTRACT Internal control continues to be a major emphasis for most organizations. Under Sarbanes-Oxley, publicly traded companies must perform a fraud risk assessment and assess related controls. Smaller organizations and private companies are realizing improvements in effectiveness and efficiency of operations through implementation of internal control systems. Within the Committee of Sponsoring Organization s (COSO) internal control-integrated framework, control environment s set the tone of the organization by influencing the control consciousness of employees . The control environment is the foundation of an effective system of internal control. Internal control is more than policy and procedure ; it a process effected by peop le throughout the organization. Within the COSO framework, every member of the organization is responsible for internal control. Organizations whose leaders are able to attract and retain good people will be more likely to implement a successful system of internal control. One of the best ways to maintain a good workforce is to have sound human resource management, which includes having employment policies and procedures that comply with the state and federal employment regulations . Keywords: internal con trol, employment law, human resource management, Sarbanes -Oxley Act Internal control, Page 1 121314 – Journal of Legal Issues and Cases in Business BACKGROUND Managers and those charged with corporate governance often look for ways to improve organizational performance as well as comply with applicable laws and regulations. Internal control, which serves many purposes, is one way to help organizations realize improve d performance.