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Corporate Culture and Organizational Change- a Study on a Large Pharmaceutical Company in Bangladesh
Asian Business Review, Volume 4, Number 2/2014 (Issue 8) ISSN 2304-2613 (Print); ISSN 2305-8730 (Online) 0 Corporate Culture and Organizational Change- a Study on a Large Pharmaceutical Company in Bangladesh S.M. Rezaul Ahsan Senior Manager, Organization Development, The ACME Laboratories Ltd, Dhaka, BANGLADESH ABSTRACT This paper investigates the relationship between corporate culture and attitudes toward organizational change from the perspectives of a large pharmaceutical company in Bangladesh. A structured questionnaire was developed on the basis of the competing values framework of culture typology of Cameron and Quinn (2006) and a study of Justina Simon (June 2012), which was distributed to the 55 staff members of the company. The result shows that there is a significant relationship between corporate culture and organizational change. The study reveals that the organization has adopted all four types of organizational culture and the dominant existing organizational culture is the hierarchy culture. The study also shows that the resistance to change is a function of organizational culture. The implications of the study are also discussed. Key Words: Organizational Culture, Organizational Change, Resistance to change, Change Management JEL Classification Code: G39 INTRODUCTION Corporate culture is a popular and versatile concept in investigate the impact of organizational culture on C the field of organizational behavior and has been organizational change. identified as an influential factor affecting the success There has been significant research in the literature to and failure of organizational change efforts. Culture can explore the impact of organizational culture on both help and hinder the change process; be both a blessing organizational change. -
Information Technology Management 14
Information Technology Management 14 Valerie Bryan Practitioner Consultants Florida Atlantic University Layne Young Business Relationship Manager Indianapolis, IN Donna Goldstein GIS Coordinator Palm Beach County School District Information Technology is a fundamental force in • IT as a management tool; reshaping organizations by applying investment in • understanding IT infrastructure; and computing and communications to promote competi- • ȱǯ tive advantage, customer service, and other strategic ęǯȱǻȱǯȱǰȱŗşşŚǼ ȱȱ ȱ¢ȱȱȱ¢ǰȱȱ¢Ȃȱ not part of the steamroller, you’re part of the road. ǻ ȱǼ ȱ ¢ȱ ȱ ȱ ęȱ ȱ ȱ ¢ǯȱȱȱȱȱ ȱȱ ȱ- ¢ȱȱȱȱȱǯȱ ǰȱ What is IT? because technology changes so rapidly, park and recre- ation managers must stay updated on both technological A goal of management is to provide the right tools for ȱȱȱȱǯ ěȱ ȱ ě¢ȱ ȱ ȱ ȱ ȱ ȱ ȱȱȱȱ ȱȱȱǰȱȱǰȱ ȱȱȱȱȱȱǯȱȱȱȱ ǰȱȱȱȱ ȱȱ¡ȱȱȱȱ recreation organization may be comprised of many of terms crucial for understanding the impact of tech- ȱȱȱȱǯȱȱ ¢ȱ ȱ ȱ ȱ ȱ ǯȱ ȱ ȱ ȱ ȱ ȱ ǯȱ ȱ - ȱȱęȱȱȱ¢ȱȱȱȱ ¢ȱǻ Ǽȱȱȱȱ¢ȱ ȱȱȱȱ ǰȱ ȱ ȱ ȬȬ ȱ ȱ ȱ ȱȱǯȱȱȱȱȱ ¢ȱȱǯȱȱ ȱȱȱȱ ȱȱ¡ȱȱȱȱȱǻǰȱŗşŞśǼǯȱ ȱȱȱȱȱȱĞȱȱȱȱ ǻȱ¡ȱŗŚǯŗȱ Ǽǯ ě¢ȱȱȱȱǯ Information technology is an umbrella term Details concerning the technical terms used in this that covers a vast array of computer disciplines that ȱȱȱȱȱȱȬȬęȱ ȱȱ permit organizations to manage their information ǰȱ ȱ ȱ ȱ Ȭȱ ¢ȱ ǯȱ¢ǰȱȱ¢ȱȱȱ ȱȱ ǯȱȱȱȱȱȬȱ¢ȱ a fundamental force in reshaping organizations by applying ȱȱ ȱȱ ȱ¢ȱȱȱȱ investment in computing and communications to promote ȱȱ¢ǯȱ ȱȱȱȱ ȱȱ competitive advantage, customer service, and other strategic ȱ ǻȱ ȱ ŗŚȬŗȱ ęȱ ȱ DZȱ ęȱǻǰȱŗşşŚǰȱǯȱřǼǯ ȱ Ǽǯ ȱ¢ȱǻ Ǽȱȱȱȱȱ ȱȱȱęȱȱȱ¢ȱȱ ȱ¢ǯȱȱȱȱȱ ȱȱ ȱȱ ȱȱȱȱ ȱ¢ȱ ȱȱǯȱ ȱ¢ǰȱ ȱȱ ȱDZ ȱȱȱȱǯȱ ȱȱȱȱǯȱ It lets people learn things they didn’t think they could • ȱȱȱ¢ǵ ȱǰȱȱǰȱȱȱǰȱȱȱȱȱǯȱ • the manager’s responsibilities; ǻȱǰȱȱ¡ȱĜȱȱĞǰȱȱ • information resources; ǷȱǯȱȱȱřŗǰȱŘŖŖŞǰȱ • disaster recovery and business continuity; ȱĴDZȦȦ ǯ ǯǼ Information Technology Management 305 Exhibit 14. -
Quality Enhancement of Corporate Management Systems: an Overview of Best Management Practices
Journal of Service Science and Management, 2014, 7, 302-312 Published Online August 2014 in SciRes. http://www.scirp.org/journal/jssm http://dx.doi.org/10.4236/jssm.2014.74027 Quality Enhancement of Corporate Management Systems: An Overview of Best Management Practices Giron Kamonja1*, Yan Liang1, Muhammad Tayyab Sohail2, Shahzad Ahmad Khan1 1School of Economic and Management, China University of Geosciences (Wuhan), Wuhan, China 2School of Public Administration, China University of Geosciences (Wuhan), Wuhan, China Email: *[email protected], [email protected] Received 25 April 2014; revised 21 May 2014; accepted 15 June 2014 Copyright © 2014 by authors and Scientific Research Publishing Inc. This work is licensed under the Creative Commons Attribution International License (CC BY). http://creativecommons.org/licenses/by/4.0/ Abstract In this my present study, I elaborate different types of management, management staffs, types of managers and leaders along with their capacities of work and their roles in any organization or institute to achieve the desired goal with the help of employees. A study found that most of the CEOs of the 62 major US-based companies spent at least 10 percent of their time in quality en- hancement efforts. The critical importance of employees’ involvement in the quality process of an organization is based on the belief that the best process innovation ideas come from the people actually doing the job. Employee involvement in quality efforts can only come about when the em- ployees know that the organization cares for them. Best companies do not just confine education and training to their shop floor employees and managers. -
Organizational Culture and Knowledge Management Success at Project and Organizational Levels in Contracting Firms
View metadata, citation and similar papers at core.ac.uk brought to you by CORE provided by PolyU Institutional Repository This is the Pre-Published Version. Organizational Culture and Knowledge Management Success at Project and Organizational Levels in Contracting Firms Patrick S.W. Fong1 and Cecilia W.C. Kwok2 ABSTRACT This research focuses on contracting firms within the construction sector. It characterizes and evaluates the composition of organizational culture using four culture types (Clan, Adhocracy, Market, and Hierarchy), the strategic approach for knowledge flow, and the success of KM systems at different hierarchical levels of contracting organizations (project and parent organization level). Responses from managers of local or overseas contracting firms operating in Hong Kong were collected using a carefully constructed questionnaire survey that was distributed through electronic mail. The organizational value is analyzed in terms of the four cultural models. Clan culture is found to be the most popular at both project and organization levels, which means that the culture of contracting firms very much depends on honest communication, respect for people, trust, and cohesive relationships. On the other hand, Hierarchy 1 Associate Professor, Department of Building & Real Estate, The Hong Kong Polytechnic University, Hung Hom, Kowloon, Hong Kong (corresponding author). T: +(852) 2766 5801 F: +(852) 2764 5131 E-mail: [email protected] 2 Department of Building & Real Estate, The Hong Kong Polytechnic University, Hung Hom, Kowloon, Hong Kong. 1 culture, which focuses on stability and continuity, and analysis and control, seems to be the least favored at both levels. Another significant finding was that the two main KM strategies for knowledge flow, Codification and Personalization, were employed at both project and organization levels in equal proportion. -
Information Technology Management
U.S. Department of Energy ORDER Washington, D.C. DOE O 200.1A Approved: 12-23-08 SUBJECT: INFORMATION TECHNOLOGY MANAGEMENT 1. OBJECTIVES. The Department of Energy’s (DOE) overarching mission, to advance the national, economic, and energy security of the United States and to promote scientific and technological innovation, is enabled, advanced, and reliant on information and information systems that must be effectively managed to ensure mission success. This Order supports, and is consistent with, DOE P 413.1, Program and Project Management Policy for the Planning, Programming, Budgeting, and Acquisition of Capital Assets, supports the statutory and regulatory requirements provided in the Clinger-Cohen Act, the E-Government Act, the Government Performance Results Act, the Government Paperwork Elimination Act, and Departmental Directives that address effective information technology management of Federal information and information systems, and delineates Departmental requirements and responsibilities to address the following information technology (IT) management areas: a. Acquisition, Use, and Management of IT. (1) Information Technology Strategic Planning. Conduct strategic planning activities, consistent with performance-based and results-based management and in accordance with the Clinger-Cohen Act Sections 5113 and 5123. (2) Capital Planning and Investment Control. Develop, implement, and maintain a Capital Planning and Investment Control process in compliance with DOE P 413.1, Office of Management and Budget (OMB) Circular A-11 Sections -
Digitalization in Supply Chain Management and Logistics: Smart and Digital Solutions for an Industry 4.0 Environment
A Service of Leibniz-Informationszentrum econstor Wirtschaft Leibniz Information Centre Make Your Publications Visible. zbw for Economics Kersten, Wolfgang (Ed.); Blecker, Thorsten (Ed.); Ringle, Christian M. (Ed.) Proceedings Digitalization in Supply Chain Management and Logistics: Smart and Digital Solutions for an Industry 4.0 Environment Proceedings of the Hamburg International Conference of Logistics (HICL), No. 23 Provided in Cooperation with: Hamburg University of Technology (TUHH), Institute of Business Logistics and General Management Suggested Citation: Kersten, Wolfgang (Ed.); Blecker, Thorsten (Ed.); Ringle, Christian M. (Ed.) (2017) : Digitalization in Supply Chain Management and Logistics: Smart and Digital Solutions for an Industry 4.0 Environment, Proceedings of the Hamburg International Conference of Logistics (HICL), No. 23, ISBN 978-3-7450-4328-0, epubli GmbH, Berlin, http://dx.doi.org/10.15480/882.1442 This Version is available at: http://hdl.handle.net/10419/209192 Standard-Nutzungsbedingungen: Terms of use: Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Documents in EconStor may be saved and copied for your Zwecken und zum Privatgebrauch gespeichert und kopiert werden. personal and scholarly purposes. Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle You are not to copy documents for public or commercial Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich purposes, to exhibit the documents publicly, to make them machen, vertreiben oder anderweitig nutzen. publicly available on the internet, or to distribute or otherwise use the documents in public. Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, If the documents have been made available under an Open gelten abweichend von diesen Nutzungsbedingungen die in der dort Content Licence (especially Creative Commons Licences), you genannten Lizenz gewährten Nutzungsrechte. -
NRECA Electric Cooperative Employee Competencies 1.24.2020
The knowledge, skills, and abilities that support successful performance for ALL cooperative employees, regardless of the individual’s role or expertise. BUSINESS ACUMEN Integrates business, organizational and industry knowledge to one’s own job performance. Electric Cooperative Business Fundamentals Integrates knowledge of internal and external cooperative business and industry principles, structures and processes into daily practice. Technical Credibility Keeps current in area of expertise and demonstrates competency within areas of functional responsibility. Political Savvy Understands the impacts of internal and external political dynamics. Resource Management Uses resources to accomplish objectives and goals. Service and Community Orientation Anticipates and meets the needs of internal and external customers and stakeholders. Technology Management Keeps current on developments and leverages technology to meet goals. PERSONAL EFFECTIVENESS Demonstrates a professional presence and a commitment to effective job performance. Accountability and Dependability Takes personal responsibility for the quality and timeliness of work and achieves results with little oversight. Business Etiquette Maintains a professional presence in business settings. Ethics and Integrity Adheres to professional standards and acts in an honest, fair and trustworthy manner. Safety Focus Adheres to all occupational safety laws, regulations, standards, and practices. Self-Management Manages own time, priorities, and resources to achieve goals. Self-Awareness / Continual Learning Displays an ongoing commitment to learning and self-improvement. INTERACTIONS WITH OTHERS Builds constructive working relationships characterized by a high level of acceptance, cooperation, and mutual respect. 2 NRECA Electric Cooperative Employee Competencies 1.24.2020 Collaboration/Engagement Develops networks and alliances to build strategic relationships and achieve common goals. Interpersonal Skills Treats others with courtesy, sensitivity, and respect. -
Mckinsey Quarterly 2015 Number 4.Pdf
2015 Number 4 Copyright © 2015 McKinsey & Company. All rights reserved. Published since 1964 by McKinsey & Company, 55 East 52nd Street, New York, New York 10022. Cover illustration by Vasava McKinsey Quarterly meets the Forest Stewardship Council (FSC) chain-of- custody standards. The paper used in the Quarterly is certified as being produced in an environ- mentally responsible, socially beneficial, and economi- cally viable way. Printed in the United States of America. 2015 Number 4 This Quarter It’s almost a truism these days to say that modern corporations must be agile. The pace of industry disruption arising from the digital revolution, combined with nimble, new competitors—including many from emerging markets—have raised the cost of complacency and rigidity. But what does it mean to achieve agility? This issue’s cover package tries to answer that question, starting with intriguing new McKinsey research. Using data from McKinsey’s Organizational Health Index, Michael Bazigos, Aaron De Smet, and Chris Gagnon show how organizations that combine speed with stability are far likelier to be healthy than companies that simply move fast. The utility sector is a striking example of one industry that needs to combine flexibility and stability. Although digital competitors, new data-based business models, and renewable-energy sources are changing the landscape in certain markets, the industry’s sprawl- ing base of heavy assets remains core to its future. Sven Heiligtag and his colleagues Dominik Luczak and Eckart Windhagen describe how a number of leading utilities are trying to straddle these two worlds, suggesting some lessons for companies in other sectors. -
The Impact of Information Technology on Supply Chain Performance: a Knowledge Management Perspective
View metadata, citation and similar papers at core.ac.uk brought to you by CORE provided by The University of North Carolina at Greensboro THE IMPACT OF INFORMATION TECHNOLOGY ON SUPPLY CHAIN PERFORMANCE: A KNOWLEDGE MANAGEMENT PERSPECTIVE by Yuan Niu A dissertation submitted to the faculty of The University of North Carolina at Charlotte in partial fulfillment of the requirements for the degree of Doctor of Philosophy in Information Technology Charlotte 2010 Approved by: _______________________________ Dr. Chandrasekar Subramaniam _______________________________ Dr. Antonis Stylianou _______________________________ Dr. Sungjune Park _______________________________ Dr. Arun Rai _______________________________ Dr. Thomas Stevenson ii © 2010 Yuan Niu ALL RIGHTS RESERVED iii ABSTRACT YUAN NIU. The impact of information technology on supply chain performance: a knowledge management perspective (Under direction of DR. CHANDRASEKAR SUBRAMANIAM AND DR. ANTONIS STYLIANOU) Supply chain management has become an increasingly important management tool to help organizations improve their business operations. Although information and communication technologies have been used extensively in supply chains, there is a lack of systematic evidence regarding the mechanisms through which IT creates value. Furthermore, as supply chain objectives are going beyond operational efficiency towards pursuing higher-order goals, such as understanding the market dynamics and discovering new partnering arrangements to provide greater customer value, the capabilities -
The Collaborative Organization: How to Make Employee Networks Really Work
FALL 2010 VOL.52 NO.1 The Collaborative Organization: How to Make Employee Networks Really Work By Rob Cross, Peter Gray, Shirley Cunningham, Mark Showers and Robert J. Thomas BROUGHT TO YOU BY REPRINT NUMBER 52121 MANAGING COLLABORATION The Collaborative Organization: How to Make Employee Networks Really Work THE LEADING The traditional methods for driving operational excellence in QUESTION How can global organizations are not enough. The most effective companies organizations make smart use of employee networks to reduce build more costs, improve efficiency and spur innovation. collaborative BY ROB CROSS, PETER GRAY, SHIRLEY CUNNINGHAM, MARK SHOWERS AND ROBERT J. THOMAS and innovative organizations? FINDINGS Executives should AS INFORMATION TECHNOLOGY becomes increasingly critical within large, global or- analyze employee collaboration net- ganizations, chief information officers are being held to ever-higher performance standards. A recent works to discover survey of 1,400 CIOs illustrates this mandate, with streamlining business processes, reducing enter- how high-perform- ing individuals and prise costs and improving work force effectiveness at the top of their agendas.1 But beyond providing teams connect. efficient operational support, top management increasingly expects the IT department to be a strate- Networks should be designed to gic business partner — to forecast the business impact of emerging technologies, lead the development optimize the flow of new IT-enabled products and services, and drive adoption of innovative technologies that differ- of good ideas across function, distance entiate the organization from competitors. and technical specialty. CIOs often try to address these challenges by relying on the same managerial tools they use to pur- Network analysis sue operational excellence: establishing well-defined roles, best practice processes and formal can show where too much connec- accountability structures. -
Module 4 Responsibilities of Senior Management
Module 4 Responsibilities of senior management Presented by Neil Redman IAEA International Atomic Energy Agency Key to the organization's success It is fundamental to the success of the Management System and to the implementation of continual improvement throughout the organization that senior managers provide strong leadership; visible and active support; and, demonstrated commitment. IAEA 2 Manager or Leader? Management = a function • Planning • Budgeting • Evaluating • Facilitating Leadership = a relationship • Selecting talent • Motivating • Coaching • Building Trust IAEA 3 Comparison of managers and leaders Managers tend to … Leaders tend to … • …stress organization, • … stress relationships with coordination, and control of others, values and resources (e.g., plant, commitment – the emotional equipment, and people). and spiritual aspects of the organization . • … • … focus on the create and articulate a achievement of short-term vision of what the objectives and goals. organization could achieve in the long run. IAEA 4 Comparison of managers and leaders Managers tend to … Leaders tend to … • … concentrate on • … move the organization in maximizing results from new directions – being existing functions and unsatisfied with maintaining systems. the status quo. • … insist that people check • … empower people to act on with them on every detail their own to achieve before they act. objectives. IAEA 5 Comparison of managers and leaders Managers tend to … Leaders tend to … • … enforce fulfillment of • … generate a feeling of agreements and contracts meaning in work – its value for work. and importance. • … tend not to push • … have an insatiable themselves to learn new passion to continuously things. develop themselves – eager to learn. IAEA 6 Managers and Leaders • Managers may be Leaders but Leaders are not necessarily Managers • Managers ‘provide’ and ‘control’ • Leaders take us to a better place IAEA 7 Management cycle Establish the organisation’s vision, goals, objectives & behaviours Ensure the Review and improve the management team are vision etc. -
Customer Relationship Management and Technology
Customer Relationship Management and Technology Mohammad Hassan Yousefi , Department of Business Administration and Marketing, Allameh Tabatabayi University/ Market Research Head in Hooshmand Tadbir Research Institute, Tehran, Iran [email protected] Mohammad Hossein Jarrahi , Department of Information Systems, London School of Economics and Political Sciences, London, UK [email protected] Keywords Information Technology, Customer Relationship Management, eCRM Abstract During the last decade, increasing attention has been given to relationship marketing as a way to enhance cooperation between a selling company and its customers and bring benefits to both parties. Globalization and technology improvements have exposed companies to a situation with tough competition. Relationship marketing allows a selling company to better meet competition and exceed their competitors, and hence relationship marketing becomes an important determinator of success in the increasingly competitive business world of today. One method of relationship marketing is Customer Relationship Management (CRM). Nowadays, new technologies have empowered customer relationship management (CRM) to dominate marketing paradigms. However, a large proportion of CRM practices do not yield expected profits. Yet, this phenomenon is attributed to a misconception of CRM and the role of technology in its implementation as there are diverse attitudes toward this issue. Some interpret CRM through a technological framework, and assume software solutions are what the organization mainly needs for leveraging CRM whereas others contend that CRM is more than a technology, and underscore some required considerations including formulating customer-focused strategy, user involvement, and process alignment before CRM execution. Here, these different perspectives are organized into two main groups of technological and non-technological perspectives, and consequently the position they appreciate for technology in CRM will be pondered and compared.