Individual Team And Organisational Objectives Management Essay

Individual Team And Organisational Objectives Management Essay Performance objectives can be defined as a goal that describes something that has to be accomplished within a given period of time. In other words, performance objectives express the direction and level of achievement expected from the organisation as a whole and, at lower levels, from the individual parts, team part, sections and departments which make up the organisation. http://www.exponentialtraining.com. The writer will be using his care company called Extra Mile Care Company as an illustration on how a performance objective applies to his organisation. The nature of the job description of the organisation is domiciliary care which means we help people who want to remain at the comfort of their beloved homes but are unable manage on their own, to achieve their daily task such as personal care. 1.1 Explain The Links Between Individual, Team And Organisational Objectives. As Carlos (1999) stated, the link between individual, team and organisational objectives is an agreed contract to achieve a common goal within a specific period of time. And as a matter of fact, the link between individual, team and organisation objectives simply describes the overall objectives which the team and the organisation aimed to achieve on either a short term period or long term period. At Extra mile, individual, team and organisation objective is to provide best care service to those who need their service in the community and to be the best care company in the country by 2013 and by achieving this, the other objectives such as giving their best care training quality also have to be met. And for this reason, the organisation strategic creates an effective link between individual, team and the organisation objectives so that the effort of both individual and team and the organisation can aligned with the organisation overall business plan. Extra mile organisation objectives S Specific Objective is specific because the company specialised in caring. M Measurable because the company have a group of people that needs the service. A Achievable Team objectives are achieved with a precise period of time R Realistic Our clients relied on Extra mile carers in looking after them or relatives. T- Time specific The Company have a time limit of when the objective should be achieved. 1.2 Identify The Selection Of, And Agree, Individual And Team Objectives According to Ryan (2007), in other to accomplish explicit and valuable results, there must be a need for a proper selection of individual and team for objectives in any organisation. Selection of and agree individual and team objectives is a process of selecting a right individual or team to carry out a particular job effectively, so as to achieve the organisation objective. A right individual and team must be accessed through their level of competency, right skills and knowledge, backgrounds, medical reports and so on. At extra mile, selection of, and agree, individual and team objectives is a very crucial task which is normally carried out by HR Manager(s). This is a process of getting a right individual for a right objectives, as well as right team for the right objectives upon agreement. Every staff (both individual and team) of extra mile are equally access, so as to know if they can achieve the organisation objectives. Because of the nature of the organisation objectives, Extra mile identifies the selection of both individual and team through their: Qualifications Experience Age Right skills and knowledge Personal interest for the job Medical history Criminal Records bureau check (CRB) It is the responsibility of managers to make sure that they select right individual or team for the organisation objectives, because failure of right selection of an individual or a team will have a terrible influence on the companys objectives. 1.3 Identify And Agree Areas Of Individual And Team Responsibility In Achieving Objectives Dewaker (2008), suggested that individual and team are required to first of all understand the basic objectives of the organisation for which they are working and the manager is required to define the better details of the job or task to his staff so that he may be able to relate his contribution towards achieving the overall objective of the organisation. Identifying areas of individual and team responsibilities in achieving objectives is mostly carried out by the team leader or the manager; this is a process of knowing the responsibilities of individual and team in achieving objectives. At Extra mile Care Company, the basic responsibilities of their staffs both individual and a team in achieving objectives are outlined by the manager or in the staff contract letter. Responsibilities of carers at extra mile care company for their clients are: Personal care, which includes washing, bathing, showering, assistance with dressing/ undressing, toileting, etc. Assistance with medication. Shopping. Preparing and cooking meals and snacks. Laundry. Health hygiene cleaning. Community access. Emotional support. This will become the individual or team responsibilities, only if they agree to carry out the responsibility. 1.4 Identify the need to create an environment of trust and support with others Fisher (2006) suggested that managers who build trust within their team are more likely to create an environment of openness where people feel good about themselves and others. Trusted colleagues helps people to accomplish their work, and people work better if they are treated with respect, support trust and honesty by those they work for. At extra mile, the manager realised the importance of creating an environment of trust and support with others because it helps in many ways such as: Cooperation between individual and team Increase in loyalty and commitment from those they manage Increase in number of good working relationships Decrease the number of difficulty relationship by converting them to neutral. Ashok (2010) also stated that low trust environment people suffer as they cannot work to the full potential due to lack of support from others which puts hurdles on growth, coexistence and co-operation. 2.1 Evaluate and assess individual and team performance against objectives According to Cristina et al (2003); it is a basic fundamental of any organisation is to design how to evaluate and access performance of both team and individual member, and the assessment should be focus on the team and individual outcome. At extra mile, evaluation is undertaken to: Set performance objectives Assess past performance Help improve current performance Assesses training and development needs Established channel of communication Facilitate review of employees Develop human relation skills of the assessors. Extra mile evaluate and assess their staff and team performance against objectives by the outcome of their performance and the organisation mainly does this evaluation so as to know whether or not the individual is meeting up the companys objectives. And in process the term of quantity, time and cost of employee is also measured. Also its a systematically evaluation of individual and team employees job-related strengths and weaknesses to a set of pre-defined organisational standards. Generally Organisation assesses team outcomes like quality, quantity, creativity cost, and timeliness of the team deliverable. 2.2 Identify methods of providing feedback to individuals and teams on performance Williams and Curtis (2005) stated that, regular feedback based on objectives assessments of performance need to be given. Feedback is a discussion between people which reveals back how another person sees someone elses behaviour or performance. At Extra mile, given feedback is part of an assessments and about behaviour or an activity which highlight something well done or offering suggestion about how to do something better, and it is an important role that has to be carried out by the manager(s) and the reason for carrying out feedback is to ensure that staffs are satisfied with their objectives and to see how the individual or team performs in their objectives, also to check if there is anything that has to be improved in the organisation Methods of providing feedback at extra mile are in following ways: Self-assessment Verbal feedback to individuals Verbal feedback to team One-on-one feedback Feedback on behaviour Feedback on information Feedback on performance Feedback is a critical for extra mile Care Company because of the nature of the job, so as to learn how to improve their performance and suggestion on what to do in improving the staff performance in achieving their objectives should be discuss during the feedback. 2.3 Identify the causes of conflict, and describe strategies to minimise or prevent conflict According to Harris et al (2001), when conflicts arises, managers and supervisors who are in a position to influence and affect the attitudes and actions of those in disagreement may find it helpful to identify the causes and feelings of the parties involved. At extra mile conflict sometimes arise between colleagues, competitors and even clients. And once this occur, the manage will first of all identify the cause of that conflict and then find solution the that conflict if in any case is beyond what he can do then he will seek the advice of those are superior to him/her. The identified causes of conflict that has occurred in the organisation are: Lack of trust Different personal values Lack of participation Lack of resources Not achieving objectives Strategies to minimise or prevent conflicts Effective communication Participation in decision-making Team building Provision of flexibility Strategies to minimise conflict should be design in other to prevent, minimise and resolve conflict in the institution that will result in effectiveness and efficiency at individual and institutional level. Gupta (2007) 2.4 Explain recording systems for performance assessment for individuals or teams According to() Recording system for performance assessment is a prominent personality in field of human resources, it is a document in an organisation that serves as evidence of an activity of transaction formed by the organisation. Recording system at extra mile is a systematic, periodic and impartial record of an individual or teams activities in the matters pertaining to their present job. Processes of recording system at extra mile are: A content analysis- describe content in the organisation that needs recording A file plan- indicate where record are to be kept and how long to keep the records A compliance requirements document- rules that organisation must follow Process for holding records- needed when event such as litigations occurs Unmanaged recording system makes the performance of duties more difficult, costs organisations time, money and resources. 3.1 Explain a performance improvement cycle Performance improvement cycle is a process that design, measure, assess and improve performance of organisation strategies. And the ultimate goal is to allow the organisation to meet its goals. Joint commission recourses (2001). Performance improvement circle is an integral part of Extra Mile Care Company, and the company has determined to continuously improve their performance and demonstrate the quality of their service. These are process of improvement circle at extra mile namely: Design this is a stage that requires identifying the main aim of the organisation and for the process and design that allows it to achieve its objectives Measure- this is a stage provides a process on how well the organisation has achieved their aims. Assess this is a process where the company set their priority on what has to be achieved, and the assessment opportunity enables the organisation to rank priorities Improve- improvement actions are based on the results of measurement and assessment, at this stage the company would have known the areas thats they need to improve and implement specific innovations, which involves redesigning the process. Effective management of individual performance rests on managing the performance cycle. 3.2 Discuss the indicators of poor performance According to DuBrin (2008), poor performance is an ineffective job performance that does not meet the required standards for achieving the organisation objectives. Ineffective performers lower the growth of organisational objectives directly by not accomplishing their fair share of work, by so doing it lowers the organisation productivity and for this reason it is very important to deal with issues of poor performance in the organisation. At extra mile Care Company, consequences of poor performance are enormous and the HR manager ensures that they effectively manage the staffs to the required standard of the organisation. Indicators of poor performance are: Employee- Insufficient mental ability and education, Insufficient job knowledge, Low motivation, Excessive absenteeism and tiredness, Alcoholism and drug addiction Lateness Manager- Inadequate communication about job responsibility, Inadequate feedback, Negative and untrusting attitude, Bullying. Organisation- Organisation culture that tolerates poor performance, Intentional threat to job security, Reduce productivity Changes in policies without staff consultation Effective methods to deter underperformance For any organisation to handle poor performance successfully, certain factors have to be considered such as: The manager(s) has to be confident and competent to tackle underperformance There must be a clear communication between managers and staff Mutual trust Effective performance management systems Organisational culture that encourages employee involvement Joint objective setting Good staff development practices Poor performance is legally defined as when an employees behaviour or performance might fall below the required standard 3.3 Evaluate methods that support performance improvement Performance improvement is a way of analysing performance problem and finding a means to ensure good performance. The methods of improving performance of staffs at extra mile is by improving their performance in achieving objectives in areas that the individual or team are not meeting up with their goals, and also appraising and rewarding individuals for job well done. Methods that support extra mile care companys staffs are as follow: Training- we give our staffs the best training so as to perform to the best of their ability when carrying out their jobs Motivating- we motivate our staffs so that they can feel the sense of belonging to the organisation, and also encourage them and acknowledge the work they have done. Rewards- it is our culture to reward any staff that carry out his or her duties effectively every month, and we do this so as to encourage others to perform better. Job security- we try as much as possible to keep our staffs who are willing to stay in their job and we also provide them with benefit such as sick pay, holiday pay and so on. Salary- we increase salary of our staff that are with the company for a number of year and we make sure sire that our staffs receive the best salary among other competitors. These are methods in which we support the performance of our staffs. However we make sure the cost of the training is justified by the improvements in productivity and performance its likely to bring. 4.1 Discuss the organisations disciplinary and grievance procedures Disciplinary and grievance procedures are basis which provides clear and transparent ways for dealing with difficulties which may arise as part of working relationship from either employers or employees perspectives. (http://www.cipd.co.uk) At extra mile care company, organisations disciplinary and grievance procedure is a set of standards of performance and conduct reinforced by company rules. The reason for Disciplinary and grievance procedures is to ensure that every staff of EMCC is treated the same way in the similar circumstance, and also to make sure that issues are dealt with fairly and reasonably. Reasons why disciplinary procedures are needed at emcc are as follows: Employer know what action to take when there is a problem with employee To enable staffs to make appropriate decision Solving matters without ending up in tribunals if minor. To enable employer and employee agree to suitable goals Set as a set of rule that governs the behavior of both emcc and its staffs Reasons why grievance procedures are needed at extra mile are: To provide the staffs the cause of action if they have complaint Solving matters without ending up in tribunals Creates a point of contact to resolve issues Gives employee what action to take if a dispute cannot be solved informally. Disciplinary and grievances are rules and procedures help to promote orderly employment relations as well as fairness and consistency in the treatment of individuals and also provide guideline for adherence to the rules. All this a backed up In a legal document in the UK. 4.2 Identify the role of the manager in both a disciplinary and a grievance procedure The role of managers in both disciplinary and grievance procedure is to implement the disciplinary action when necessary also to make sure that the issue that arise is resolve with involvement of external body such as ACAS. There are several stages where the manager enforces their power in disciplinary and grievance procedures Role of manager in disciplinary procedure at Extra mile care company Managers gives verbal warning if the offence is minor Managers gives written warning for a subsequence minor offense or more serious offence Managers gives final warning for repeated offences or a very serious offence It also the role of manager to dismiss an employee if an employee commits gross misconduct. Role of manager in grievance procedure at extra mile care company Manager investigate the complaint within the department If matter still not resolve, it will be investigated by a more senior manager (if any) Finally if the compliant is beyond the organisation grievances procedure, it may be pursued outside the organisation such as ACAS. 4.3 Summaries the key aspects of legislation that applies to an organizations disciplinary and grievance procedures Legislation that applies to organisation under April 2009 Code of Practice 1, is design to help employers and employee deal with disciplinary and grievances situation in the workplace. Legislation that applies to disciplinary procedures are: Establish the facts of each case Inform the employee of the problem Hold a meeting the employee to discuss the problem Provide employee with an opportunity to appeal Leg that applies to grievances procedures are: Employee must know the nature of grievances Hold a meeting with employee to discuss grivances Allow employee to be accompanied at the meeting Decide on appropriate action Allow the employee to take grievances further if not resolved In conclusion, the purpose of Arun, K., Rachana, S., Principles of business management: Vishal Enclave, New Delhi 27. Atlantic Publishers and Distribution, 2000 Armstrong M, Stephens T, (2005); Management And Leadership. Kogan page limited, London UK, and Sterling VA, USA. Cristina B, Susan G, (2003); Virtual teams that work. Jossey-Bass, san Francisco ca usa http://www.cipd.co.uk/hr-resources/factsheets/discipline-grievances-at-work.aspx Lockett j (1992) Effective performance management, kogan page plc, London Ryan W (2007), performance by design, HRD pre Inc, Amherst us and Canada Dewaker G?(2008), performance Appraiser and compensation management, PHI Learning private limited new Delhi Eddie F(2006) Development of new competency and behavior model for skill in working with people for project managers, Druck and Bindungi, Germany Ashok G (2010) creating values in life, Author House, USA. William and Curties ?(2005) marketing management in practice, Elsevier Butterworth, heineman Jordan Hill, oxford uk Jeff H.O Sandra j H(2002), Organisation behavior bost business books Binghamton Usa Gupta B.L(2007) management of competency based learning 1ST edition, ashok kumar mittal, India Dubrin A.J (2008), essentials of management 8th edition, south western cenagage learning, usa. http://www.tutor2u.net/business/gcse/organisation_aims_objectives.htm

Beauty and Goodness

We have discussed before a question whether art necessarily has to improve us morally and concluded that not all art has moral impact, or is morally relevant. But think about the following questions, please explain each in detail: 1) Is a work with a moral message a better work because of this, than the work without any moral relevance?I believe that on general terms a work is better with a moral message than without one, meaning that its having a moral message is not the only measure of a work of art but that it is better because it reflects a consciousness, a responsibility on the part of the artist, of trying to make a statement, of sharing his stand to all the eyes that will look at the art work. An artist will eventually die, a work of art has more chances of surviving through the years, and it will be his testament.If it will survive then it would be better if it can show the coming generations a grain of truth on the human condition. 2) Could an immoral work be praised as arti stically successful? Personally I do not believe that an immoral work could be praised as artistically successful. Should art have no meaning but simply satisfy aesthetic taste? Could we look past the effect of a work of art and just choose to look at aspects of it and not its wholeness including the statement it makes?An immoral work goes against the goodness that we recognize as beautiful – and in this it seems that human nature is innately good, as we associate what is good with what is beautiful. It is only when we disassociate with what our emotions and our instinct tells us that we take a calculating look and examine a work based on rigid standards. 3) Are goodness and beauty in any way related in real life? I believe that in goodness we see beauty, but not all things beautiful truly have goodness.We know of beautiful faces but have evil hearts, but we also know of good hearts but may not come in what society brands as beautiful. However, when there is goodness in heart and spirit, we feel safe and good about ourselves and others as well, and we see the beauty in things. After all, all things have beauty and goodness in the – as long as we look for it – and what is good is the beautiful in them.

Pop Culture Essay

Movie Genres There are many movie genres out today than there were before in earlier years. Movie genres are basically different types of movies, such as: horror, suspense, mystery, drama ,romance, etc. Today it seems that most peoples favorite movie genre is horrow or action. Action movies have a lot of different stuff in them that is pleasing to the eye. Action movies are typically loud and have a lot of fighting, racing, and adventurous things in the film. Horror movies on the other hand have a lot of scary things in the movies. Their big thing is that the more blood they have the better it is to the audience watching. Even though horror and action may be the top picks of the rest of the country, I have my own genre of movies that I particularly like the best. My favorite genre of movies is romance. In a romance based movie, it is filled with love and a lot of laughter throughout the whole movie. While most romance movies start off bad and end up with a happy ending, some start out good and end good as well. Most romance movies today start out being bad and then it ends up in the happy ending that you suspect from the title of the movie. Romance movies go through every movie genre there is. There is suspense and sometimes a little horror as well. Sometimes, and most of the time, they contain a lot of drama. The best romance movies are the ones full of drama that is fun to watch. Every woman around the world enjoys a good romance movie. Many women around the world love romance movies, including myself. Simply because they meet the cravings that every woman has sometime throughout their lives. Each and every romance movie touches a woman in some way or another. Every girl dreams of having that guy from a love story. They want them to be loving and caring and when we watch these movies we imagine ourselves being the girl in the movie. Some movies, even make a girl feel better after a breakup. However, some of the real love stories can make it worse than ever before. Also, romance movies will make you cry if it is one of those that are filled with sad moments throughout the whole movie. As a girl, sometimes we feel the need to cry, whether it is stress or PMS. The romance movies are a good way to bring out the inner emotions and in the end, make you feel a whole lot better. Drama is another movie genre that gets included into romance movies. Drama can be funny and it can also bring out deeper thoughts and emotions. Everyone and especially women, have a fair share of their love for drama. Women like to gossip and chick flick, love stories are filled with it. Gossiping is a way to let things out and to give out information that can be bad or good. It just depends on who is saying it or what is said. The good thing is, the drama in the romance stories are usually not true. Even though we all get a good laugh at the stupid ones in the movie. In conclusion, romance genre movies are a favorite. They can make you happy or sad or bring out different emotions. Romance movies are twisted with drama along with romance to bring out laughter or anger in the audience. Everyone will have their own personal reaction to every single romance movie that comes out. Therefore, in my opinion, romance genre movies are the best because they contain many qualities that other genres do. Meaning that they satisfy almost every â€Å"craving† that a person has for a good movie.

The Public Company Accounting Oversight Board - 1193 Words

The Sarbanes-Oxley Act created the Public Company Accounting Oversight Board (PCAOB) to assume the responsibility of overseeing the auditors of public companies. The PCAOB is a private-sector, non-profit corporation. It was established to protect the interests of investors and further the public interests in the preparation of informative, fair, and independent audit reports. (The PCAOB) Although the PCAOB is a private sector organization, it has many government-like regulatory functions. The PCAOB was created in response to an increasing number of accounting restatements by public companies during the 1990s and a series of recent high-profile scandals like Enron and WorldCom. Prior to the PCAOB, the audit industry was self-regulated†¦show more content†¦Many firms are upset by this rule because of its limitations. However, I believe that this new rule is a good idea. Previous engagements between firms and clients have been given a large notice of when the rule will be in ef fect. They are given plenty of time to finish their engagements. This new rule may allow small firms more possibilities to increase their clientele. We may be moving away from having a small number of large firms doing all the services to having many firms providing the services. Also, Rule 3523 will ensure independence. Another issue that has arisen since the establishment of the PCAOB is the increased compliance costs. In 2007, the PCAOB has been awarded a budget of 136,429,000 dollars by the SEC. Of that amount, 79,514,000 dollars will be used to pay for salaries. (The PCAOB) The PCAOBs budget is paid by public companies through fees and audit firms through fines. These fines can reach 100,000 dollars for individual auditors and up to 2 million dollars for audit firms. Many firms have increased their audit fees due to the increase in costs, partly due to the PCAOB. The PCAOB continues to grow each year. 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