Today is only the beginning of the amazing life you have ahead of you. Live every day to it's fullest and never let go of your dreams...The world is now yours!

Class has nothing to do with the size of your bank account or what you drive. It has to do with how you'll leave this world a better place when your gone.

OD Program

WHITEHEAD ASSOCIATES INC.

Developing Leaders, Developing Cultures

A. INTRODUCTION:

"Becoming a leader is synonymous with becoming yourself. It is precisely that simple, and it is also that difficult."
 - Warren G. Bennis

Developing leaders, Developing cultures

An organization’s culture has a substantial impact on its ability to execute its strategy and achieve business goals and objectives. The culture, or work environment, if cultivated intentionally, will dramatically improve an organization’s ability to execute.

Most often, the current culture of an organization has not kept up with the rapid changes in the economic environment, the changes in demographics, or ever-evolving technological advances.

Our consulting team coaches your leaders to develop an intentional culture, one that is conducive to achieving breakthrough performance outcomes. Through interviews, assessment tools, various engagement activities and seminars, we coach individuals and organizations to develop cultures with highly effective growth strategies.





B. GENERAL GOALS : 

Whitehead Associates, Inc. is a management consulting firm specializing in leadership development and culture development.

We have an unflinching commitment to identify and address core management issues in a positive and transformative manner.

Through interviews, assessment tools, various engagement activities and seminars, we assist individuals and organizations implement personal, team and corporate growth strategies. Whitehead Associates custom designs group and individual programs for corporate leaders, professionals, entrepreneurs and the teams they value.


Our purpose is to enhance the quality of life for all people through developing leaders and organizational cultures.

Our commitment is to create a credible, optimistic future for our economy, our businesses, our schools, our children and families, and our city.

To develop a team/teams, or pursue an initiative across an entire organization, to assess your needs and determine the best-fitting solution for your organization. Our custom culture engagements and team development courses are designed to achieve specific organizational objectives within a specific time frame.



C. SPECIFIC OBJECTIVES:

Leadership Development

Our intensive coaching programs offer executives, entrepreneurs, professionals and other individuals breakthrough results to expand their personal leadership, professional and personal effectiveness and satisfaction.

Culture Development

Organizational transformation takes a comprehensive, people-centered approach. The culture of an organization is its character and its operating system. Our consulting work is designed to create breakthrough results.

D. CALENDAR ACTIVITIES:

The Intentional Leadership Course
Leading Organizational Change
May 4-6, 2011
at Whitehead Manor Conference Center

Quest for Personal Leadership
Personal Reinvention Program
March 9-11, 2011
at Whitehead Manor Conference Center

Intentional Charlotte Spring 2011
at Whitehead Manor Conference Center



E. KNOWLEDGE AND SKILLS ACTIVITIES WITH DESCRIPTION/DATES



Leadership Track

The Intentional Leadership Course
Open Enrollment: December 6, 7, 8, 2010
This course develops the ability of key influencers to lead high-impact change throughout an organization. This course accelerates learning, develops leadership strengths and increases individual performance.

Intentional Team Building
A series of team development sessions significantly increase communication, performance, alignment, trust and accountability.

Organizational Culture Development
Custom programs for organization-wide culture development and strategic change initiatives including:

• Culture Assessment
• Leadership Development
• Transformational Change Initiatives
• M&A Culture Integration
• Corporate Wellness Initiatives
• Strategic Visioning
• Team Development
• Culture Coaching & Sustainability
• Succession Planning
• Talent Development

Seminars


 Intentional Business Development
Professionals and teams develop leadership skills as applied toward higher sales performance and relationship building.

Intentional Productivity
Professionals increase efficiency, productivity and profitability with dramatic shifts in time and task management techniques.

Intentional Communication
Professionals speak, present, write, and relate with others in an authentic, effective, and clear manner that delivers results.

F. SPECIFIC ORGANIZATIONAL DEVELOPMENT:

Organizational Development
Consulting Philosophy and Approach

Our process of consulting and coaching is simple, extremely direct, and focused on outcomes. Our ultimate goal is to have you achieve a substantial increase in financial performance while developing and/or exemplifying your organization's core values and principles.
We believe that the most common organizational challenges are culture and leadership related and that cultural transformation takes a people-centered, comprehensive approach.
Groups of people with diverse experience and perceptions can make contributing to a common goal complicated. In fact, while it may appear that "problems" center around marketing, finance, sales or operations, everything a company encounters stems from its people.
Our experience indicates that when the culture and leadership of an organization shifts, the behaviors of its people change, and business results follow naturally.
Our firm works in partnership with our clients to develop strong cultures and/or effective leadership by examining fundamental views of the individual, the organization, and its marketplace. We identify and address questions like:

• How do we get people to work together as a team? 
• How do we get our people inspired about our mission and goals? 
• How do we motivate people to be more productive? 
• How do we get our leaders to inspire trust and respect? 
• How do we successfully manage organizational change?
• How can we can we get our people to implement our game plan?

Through rigorous examination, followed by candid coaching and feedback, we help move you and your organization to a substantial "next level" in terms of results and satisfaction.

Leadership Development

Leadership is fundamental in getting a group of people to move toward a unified purpose.
At Whitehead Associates, we believe effective leadership begins with self-awareness. This involves a candid look at communication skills and operating styles: how one listens, speaks and comes across to others.
We address topics such as:

• Maximizing productivity and creating results
• Maintaining effectiveness with a wide variety of people and situations
• Creating awareness of how one comes across to others
• Communicating clearly and effectively
• Eliminating self-limiting thoughts and behavior patterns
• Coaching effectively
• Building and developing relationships
• Balancing work time and personal time for better quality of life

Our intentional leadership programs involve rigorous individual coaching for executives, professionals, and entrepreneurs looking to dramatically increase one's leadership capacity and ability to produce results. These programs rigorously examine leadership paradigms and challenge participants' fundamental assumptions, theories, and points of view.

---

"Everybody here has the ability to do anything I do and much beyond. Some of you will and some of you won't. For those who won't, it will be because you get in your own way, not because the world doesn't allow you." -- Warren Buffett speaking to the University of Washington

Culture Development

The culture of an organization is its personality, its character…its operating system.
We believe a company's culture must be conducive to achieving its business goals and objectives. So often, this is simply not the case. Our consulting work bridges this gap.
Cultures evolve whether businesses are aware of it or not, and in some instances an unhealthy culture can create serious consequences such as:

• Inability to attract and retain high caliber people
• People not working together
• Apathy and lack of enthusiasm for the business
• Lack of initiative and responsibility

To support organizations and leaders in developing and nurturing healthy cultures, Whitehead Associates Inc. provides several programs that focus on productivity, versatility, innovation and collaboration. Our consulting services create self-sustaining cultures that help you achieve your business goals.

---

"Culture is your number one priority." -- Herb Kelleher, CEO Southwest Airlines

Executive Coaching

Our executive coaching program is an intensive, customized, self-awareness based leadership development program. Our coaching curriculum is designed for executives, entrepreneurs, professionals and growth-minded individuals committed to expanding their life and work. Coaching is customized specifically to each participant's needs and goals.

Developmental areas may include:
Management capacity Delegation and motivation People skills Authentic leadership style Trust and credibility Emotional intelligence	Work satisfaction Relationship building Productivity/efficiency Time management Health and well-being

This program is customized for each executive. It can include one-on-one coaching sessions, 360-degree feedback, personality and leadership assessments, selected reading, a personal and professional development plan, video work, nutrition and exercise assignments, and follow-up implementation sessions.

The Intentional Leadership Course

---

The Intentional Leadership Course dramatically increases leadership capacity and the ability to produce
breakthrough personal and organizational performance.

This course addresses the fundamental skills and insights necessary to develop natural leadership strengths and break through performance barriers.

Who Benefits?

Individuals who want to develop their ability to manage and lead others through change and are looking to dramatically improve performance within their organization.

Results:

Organizational Outcomes:
Leading Organizational Change
Implementing ‘No-Excuses’ Execution
Creating Commitment and Accountability
Facilitating Collaborative Communication
Creating Sustainable Next-Level Performance

Individual Outcomes:
Awareness of Leadership Style
Emotional Intelligence
Integrity and Authenticity
Confidence, Energy, Balance
Efficiency, Efficacy, Influence

The Intentional Leadership Course is a self-awareness based leadership development experience that offers the opportunity to discover personal power, self-confidence and natural leadership style. It is designed to remove the doubt and uneasiness frequently associated with leading others, and instills a sense of ease, clarity and direction. Participation in this course will develop and strengthen your ability to communicate, listen, delegate and make requests of others.  Intentional Leaders create and sustain empowering and effective environments and facilitate the success of others - dramatically improving organizational performance.

 

Client Results:

"It takes some people three or four years to learn a lesson that Whitehead can teach in three to six months. This training increases the proficiency of individuals and teams, and operational performance follows.  - Fred Morganthall, President, Harris Teeter

"For us to take timely advantage of opportunities, we had to share a common vision, a common language and clear and direct communication. Our work with Whitehead Associates has created new opportunities for our leadership to excel and maximize their contribution to the organization's success."  - Janet Fortner, President and CEO of Hospice and Palliative Care Charlotte Region.



G. ACTIVITIES NORMS:

Organizational Development Program Schedule

Organizational Development Programs can be offered entirely within an organization, or individuals may be selected to attend an open seminar which includes members from various organizations and industries.
To develop a team/teams, or pursue an initiative across an entire organization, please contact us to schedule a conversation to assess your needs and determine the best-fitting solution for your organization. Our custom culture engagements and team development courses are designed to achieve specific organizational objectives within a specific time frame.
If you are looking to develop key individuals in your organization, Whitehead Associates also offers programs which allow participants from various organizations to learn and grow from the shared experience of a diverse group or professionals. These programs are offered through The Center for Intentional Leadership.



 H. ACTIVITIES FOR COLLABORATION:

Our Community Initiatives

Building Bridges

At Whitehead Associates, our core commitment is to make intentional choices toward positive change at work, in our homes and in our community. One of the most exciting facets of our journey is finding people who share similar goals and creating powerful connections that move us closer to the bright future we all envision.
"In the Community" seeks to share the stories of some of our committed community partners so that others can get involved, or draw inspiration and encouragement by their example.

Intentional Charlotte

Intentional Charlotte is a network of dynamic leaders committed to sustainable positive change in the Charlotte community. Intentional Charlotte is an evolving conversation that explores possibilities, creates social capital, and seeds partnerships to create a community that works for all. Intentional Charlotte meets once quarterly, and has also developed an online social network to share ideas, create connections and inspire committed action. Intentional Charlotte is not owned or managed by any one entity, but is rather a community collaboration of many individuals, organizations and initiatives, designed with the primary purpose of leveraging resources and creating partnerships.

BLI - Mecklenburg County Bar Leadership Institute

Bar Leadership Institute was created in 2001 to help cultivate personal and professional conviction, leadership and civic engagement in its graduates. The initiative to create BLI was borne of a need to engage the legal community to take ownership and responsibility for the environment it operates in, sustains, and creates.
Mike Whitehead is the BLI program facilitator as well as a presenter during the seminar series.
BLI is an intensive leadership series extending over six months offered to a hand-selected group of attendees. Currently there are only 20 spots available annually to receive this special training. The program includes an intentional opening ceremony featuring keynote speakers comprised of both state and federal judges, a weekend retreat facilitated by Whitehead Associates, and a four month series of seminars. The content includes:

• the impressive and substantive historical contributions of Charlotte lawyers,
• issues such as city and community growth and planning in Charlotte,
• issues facing state and local governing bodies,
• the current state and conditions for professionals within the law practice
• leadership and what that means for modern legal professionals,
• legal developments affecting public schools,
• case studies in ethics,
• using social capital to improve the bar and the legal system.

BLI is not only developing an impressive lineage of talented graduates, but is creating ethical, compassionate, purposeful leaders dedicated to instilling these values by example, and holding one another accountable. At Whitehead Associates, we believe that by focusing on recognizing and supporting organizations like Mecklenburg County Bar Leadership Institute, we can create meaningful positive change in the profession, and by extension the community it serves.
BLI just celebrated its seventh group of graduates in May of this year, raising its number to 140 lawyers in Charlotte.
BLI was started by Mark Merritt of Robinson, Bradshaw and Hinson and 2000 President of the Mecklenburg County Bar, and Dr. Mary Howerton, consultant and past director of the Mecklenburg County Bar. BLI is championed by respected attorney Robert W. King of Moore and Van Allen as a vehicle to sustain leadership qualities in legal professionals. BLI is a joint undertaking between Mecklenburg County Bar and the Mecklenburg Bar Foundation.

Council for Children's Rights

The Council for Children’s Rights is a group of twenty-four highly trusted attorneys, advocates and professional staff dedicated to serving children and connecting them to vital services.

Many children are terrorized by physical and sexual abuse, neglect, domestic violence and substance abuse. These vulnerable children do not have a safe home, an appropriate education or mental health treatment. The Council for Children's Rights is the voice championing these childrens’ right to thrive.

The Executive Director of The Council for Children’s Rights Brett Loftis is a graduate of Whitehead Associates Quest for Personal Leadership (QPL) program and an intentional community partner.

“We believe that every child has the right to a sound, basic education; that every child is safe from abuse and neglect; that every boy and girl receives adequate health care as well as mental health treatment; that every child lives in a safe home; that all youngsters accused of alleged crimes have the right to due process and access to a qualified defense attorney; and, finally, we believe that every child holds a promise and that it is our responsibility as adults to allow the promise of each child to take root.”

Jacobs Ladder Job Center

Jacob's Ladder Job Center, Inc. helps the unemployed and underemployed find and keep living wage jobs.  We prepare our clients to be the best candidates for entry-to-mid level positions by helping them practice their resume writing and interviewing skills. Clients are also coached by volunteers and staff on professional dress and 21st Century business etiquette. 
Jacob's Ladder also addresses the hidden barriers to finding employment. Lack of disposable income, transportation, homelessness, affordable childcare, and health issues often complicate a job search. Jacob's Ladder staff and volunteers partner with individuals to locate appropriate resources as well as provide services to increase hireability.
By helping people join or rejoin the workforce, Jacob's Ladder enables individuals to be responsible for their own prosperity and contribute to the economy and community as a whole.

Thomasboro Elementary

Thomasboro Elementary is a sterling example of what is going right in our educational community.
Not because of stellar test results, or beautiful grounds, or for lines of parents insisting that Thomasboro be proclaimed their neighborhood home school. What is going right at Thomasboro are people, partnerships and purpose.
Thomasboro is challenged with a student population that consists of 94% free and reduced lunches. Translated, this means that the children who go to Thomasboro and the families they come from qualify for financial assistance to help pay for the $1.60 daily lunch that the school system offers.
It is hard to teach a hungry child, or a child that is thinking more about the holes in her shoes than multiplication tables. And while many of us know this intuitively, it is not our reality.
So when parent volunteer positions across town at Elizabeth Lane Elementary were filled up, they took their service to Thomasboro where miracles have happened. Armed with cookies and just a few ideas from their own PTO, Kathy Capps, Missy Rainier and their volunteers have become integral members of the Thomasboro community. The relationships with teachers, principals, students, parents and other staff members have helped to generate ideas and partnerships that have bolstered support from organizations like St. Luke's Catholic Church and Evergreen Investments to provide social and material resources to address the school's needs.
At Whitehead, we feel privileged to become a part of the Thomasboro success story. On June 2nd, 2007, a host of community and corporate sponsors helped us to create a celebration of the Thomasboro staff, as well as making known the partnerships that have helped sustain them through their challenges. Simple conversations have grown into a groundbreaking example of what sincerity and mutual caring can yield.
The event appreciated over 75 Thomasboro staff members who were treated to valet service, an elegant presentation of flowers and linen and a generous helping of barbecue, beverages and sentiments recognizing their contribution to the community and to the future of our children. Thomasboro staff members were also presented with gift bags including a bestselling book written by a teacher, gift cards for supplies, groceries, gas and more from a host of corporate and community sponsors.

I. ACTIVITIES FOR EVALUATION:

Individual Performance:

• Self-Aware Leadership
• Emotional Intelligence
• Integrity & Clarity
• Confidence
• Versatility
• Effective Communication 

Organizational Impact:
• ‘No-Excuses’ Execution
• Strategic Alignment
• Full Engagement and Morale
• Ownership & Accountability
• Collaboration and Innovation
• Sustainable, Next-Level Performance 

J. ACTIVITIES FOR PERSONAL LEARNING SUMMARIES

Personal Development

Growth doesn't have to be a gradual process. Individuals can make quantum leaps toward desired goals in a short period of time - with the proper tools.
Our curriculum is grounded in self-awareness, which is the key in finding and leveraging core strengths in individuals and organizations. By asking important questions and listening intently to the answers, we partner with our clients to challenge existing perspectives, discover core values, identify and engage personal strengths, and create a strong infrastructure for implementation.
Common Outcomes Include:

• Increased authenticity and self-confidence
• Eliminating self-limiting thoughts and behavior patterns
• Envisioning or recreating a meaningful career
• Creating optimal healthy and wellness
• Reconnecting with spouses, children, family and friends
• Creating awareness of how one comes across to others
• Communicating clearly and effectively
• Defining and creating success
• Life balance

The Personal Reinvention Course:
a Quest for Personal Leadership™

Purpose:

The Personal Reinvention Course is a breakthrough seminar designed for people seeking to increase their enjoyment and influence in life. Many of our participants have accomplished a high degree of success but are looking for more balance, less predictability, a more fulfilling experience of their work, relationships, health, sense of purpose - or all of the above.

Our participants share a desire to explore what's possible in the next chapter of their lives, and create new opportunities. This seminar provides an experience that allows individuals to achieve significantly higher levels of performance, fulfillment and purpose.

Outcomes:

People who have completed The Personal Reinvention Course have achieved new perspectives and a core understanding of their goals and desires, and embarked on a strategy to accomplish them. For some this has meant starting a new business, getting closer to family, getting into better shape, finding happiness in their work, and becoming more enthusiastic, confident and at-ease.

The course faciliates the following specific outcomes:

• Heightened clarity, focus and direction
• Increased sense of purpose and enthusiasm
• Balanced work-life commitments
• Clear, effective, authentic communication
• Increased versatility and creativity
• Improved relationships at work and at home
• Increased health, wellness, and vitality
• Increased performance at work and in life

Process:

The Personal Reinvention Course - a Quest for Personal Leadership, is a purposeful inquiry of the personal assumptions, perspectives and beliefs that have a profound - though often hidden - influence on our lives. An intentional dialogue challenges participants to identify core beliefs, personal strengths and growth potential, and creates the conditions to achieve new levels of personal and professional effectiveness and satisfaction.

Course Details:

The Personal Reinvention - a Quest for Personal Leadership program includes:

• Pre-Retreat Preparation including: Personal Assessments, Consulting Conference Call and Preparation Materials
• Intensive Three-day, Off-site Retreat including healthy meals, exercise opportunities and refreshment breaks.
• Celebration Dinner
• Small group work with fellow participants, peer support.

Career Reinvention Course:
Renew Your Career and Create Your Future.

Purpose:

Career Reinvention is a breakthrough program for people who want to renew their career and create a satisfying professional future. A self-awareness-based dialogue examines and lifts self-limiting assumptions and beliefs, followed by a strong support regimen to implement career vision.

---

Who Attends?

Participants who benefit from this program are:
• looking to renew passion for their current position
• have experienced job loss or job insecurity
• desire a career change
• considering starting their own business
• looking to reposition themselves in their current organization

Outcomes:

• Shift Out of Survival Mode:
  Discover interesting new possibilities and renewal of your career.
• Identify Your Natural Strengths and Talents:
  Assess and evaluate your professional strengths and skills.
• Discover Purpose and Passion:
  Align your core values and become unstuck from outdated thinking and attitudes.
• Determine Your Value Proposition:
  Define and Commit to what you uniquely offer the marketplace.
• Develop a Clear Vision and Direction:
  Create and communicate an action plan to implement your reinvention.

The Quest for Optimal Performance

Purpose:

The Quest for Optimal Performance was created from a common need identified in many of top-level executives and entrepreneurs in our leadership and coaching programs. In the business environment, it becomes easy to adopt assumptions and behaviors that are counterproductive to professional performance as well as overall wellness.
This program is designed to increase awareness and understanding of intentional well-being and how it can increase your energy, reduce your stress, maintain your positive moods, and increase your focus and patience.  It will introduce you to the tools that will ultimately keep you fully engaged and increase your capacity to produce results.

---

Who Attends :

Successful professionals who desire a vital and successful life in work, home, and play. People who want to cultivate a lifestyle for maximum energy, satisfaction and contribution achieve this by a program that:

• Identifies and addresses core factors contributing or preventing optimal performance and wellness.
• Offers best practices, medical data and current research.
• Customized, experiential dialogue designed to address source issues hindering performance.
• Health assessments, and a thorough analysis of well-being.
• Support mechanisms to transform your approach to wellness and performance. 

Curriculum / Engagement - Specialized Programs

Personal leadership transforms our ability to be fully engaged in all aspects of life. Once we are committed to personal leadership, specialized programs assist with fine-tuning specific areas of our lives. Programs focusing specifically on wellness, performance, relationships, communication, community, contribution and other content are developed for those looking deeper into a particular growth area.

 

Personal Coaching

Our coaching program is an intensive, customized, self-awareness based development program. Our coaching curriculum is designed for individuals committed to expanding their life and work. Coaching is customized specifically to each participant's needs and goals.

Developmental areas may include:
Relationships Career People skills Authenticity Integrity Emotional intelligence	Wellness Efficiency Productivity Time management Health and well-being

This program is customized for each individual. It can include one-on-one coaching sessions, 360-degree feedback, personality and leadership assessments, selected reading, a personal and professional development plan, video work, nutrition and exercise assignments, and follow-up implementation sessions.

Personal Development: Upcoming Program Schedule

Interested in Leadership and Executive Development?
In addition to organization-wide culture development initiatives, executive coaching and team building, Whitehead Associates offers programs for professionals from a diverse set of backgrounds and industries to participate in leadership development in a group setting.
This process pulls a variety of perspectives and experience that enriches the conversation and provides a unique opportunity to explore leadership in a context outside the organizational environment.

CASE FOR ANALYSIS: Bayer's Major Changes in One Plant

1. What type of change(s) occurred at Bayer?

    a. the type of of proprietorship, recent is ownership...it said in the note that the plant had changed 3 times the ownerships then it change to corporate management where there were functional department managers including the HR department.. 

   b. the management facility at the facility was top down rather than collaborative and reactive instead of proactive

   c. more benefits and salary had given to employees

2. What type of employee resistance to change did   Bayer have to address?

  is the involvement of employees about the issues on the plant. It is said in the note that the process was the managers listened to what everyone had to say, treated us equals, and really valued our opinions..

3. What are the positive and negative lessons learned from how change was handled by Bayer?

   Positive lessons

         a. good communication to everyone where employees are involved... their needs and wants were heard.

         b. there is a proactive change among them.. they are pessimistic rather than optimistic

         c. employees are functional rather than stagnant... indeed the company has given to them a T-shirts and coffee mugs

         Negative lessons.

         a. the management system is changed to team work rather than leadership.

         b. it became complicated rather a simple one.. ideas of the employees are appreciated and valued

Topic Facilitation Summary

Work Teams and Effectiveness


Group Behavior
Group form because of managerial action and because of individual efforts. Managers create work groups to carry out assigned jobs and tasks.

Such groups, created by managerial decision are termed FORMAL GROUP. And develop around common interest and friendships is INFORMAL GROUP.

Although not a part of the organization groups of this kind can affect organizational and individual performance. The effect can be positive or negative, depending on the group members intentions.

- For you what is the meaning of this quote
"TEAMWORK DIVIDES THE TASK AND MULTIPLIES THE SUCCESS"

Effective
something that is effective works well and produces the results that were intended.

- Guys try to make a sentence in d words that in front of you and explain why you choose that sentence.

"Many hands make light work"

- Now group yourselves by counting 1 to 4, make a straight line and the one who's in the first line will read what we will give to him/her then we will give him/her 1 minute to understand it and we will get again it. Then the game will start. The firt group who first finish the task win.


- In this game do you think teamwork is needed?

Teamwork
is the ability a group of people have to work well together.

- Now group yourselves into four by friendship here you the challengers must line up according to the instruction of the facilitator.


- Now can you tell us what is more effective, the group of friendship or the group who was just assigned by the facilitators?

TEAMWORK EFFECTIVENESS

The 4 major elements of making a Great Team

1. Balance - to remain steady/balance one thing against another, you consider its importance in relation to the other one.

2. Training - process of learning the skills that you need for a particular job or activity.

3. Awareness - you know about it or notices what is happening around them.

4. Synergy - betweeen two or more groups or organizations they are more successful than when they work separately.

Effectiveness
is the accomplishment of recognized objectives of cooperative effort.

- Now group yourselves into two and choose a representative. The representative will stand in front and we will give each team 3 minutes to guess what the word. But you must not tell the word instead you will tell things that only connected to the word. The group that has a many word guess win.


- Now, what do you think is more effective, working by team or individual?

System
a grouping of elements that individually establish relationships with each other and that interact with their environment both as individuals and as a collective.

Leader
who is in control of a group of people or an organization.

Leadership
you refer to people who are in control of a group or organization as the leadership.

Mentor
who gives them help and advice over a period of time, especially help and advice related to their job.

Instructor
someone who teaches a skill can also be used to refer to a school teacher or to a university teacher of low rank.


from BSOAD-OM 3C
A2 group reporters:
Lara Bernadette Cruz
Normie Ferrer
Mylene Emano
Rina Fraga

Valentines day

happy valentines day to all ^^

Christmas for Sale

Define The term organizational behavior.

Organizational Behavior is the study of individuals and their behavior within the context of the organization in a workplace setting. It is an interdisciplinary field that includes sociology, psychology, communication and management.

Explain The contingency approach to managing individuals' behavior within an organizational setting.

     The contingency approach to management is based on the idea that there is no one best way to manage and that to be effective, planning, organizing, leading, and controlling must be tailored to the particular circumstances faced by an organization. Managers have always asked questions such as "What is the right thing to do? Should we have a mechanistic or an organic structure? A functional or divisional structure? Wide or narrow spans of management? Tall or flat organizational structures? Simple or complex control and coordination mechanisms? Should we be centralized or decentralized? Should we use task or people oriented leadership styles? What motivational approaches and incentive programs should we use?" The contingency approach to management (also called the situational approach) assumes that there is no universal answer to such questions because organizations, people, and situations vary and change over time. Thus, the right thing to do depends on a complex variety of critical environmental and internal contingencies.

Identify Why managing workplace behavior in the Philippines is likely to be different from managing workplace behavior in another country, such as Germany.

Managing workplace behavior in Philippines is different from Germany because of its deviating cultural and social behavior. In Germany, a country where people are obssesed of sensitiveness and seriousness. in other words, they have strict compliance of the rules and regulations of a company. Unlike in Philippines, it is rooted and influenced by the cultures, traditions and the like where manners are intercepted or deviated to what is accordingly and orderly to be done.. in fact, pakikisama is likely involved in managing workplace behavior.. as a result, mismanagement to workplace behavior.

Compare The goal, systems, and multiple-constituency approaches to effectiveness.

Murphy et al., (1996) argue that in organization theory, three fundamental theoretical approaches to measuring organizational effectiveness have evolved:

The goal-based approach – suggests that an organization be evaluated by the goals that it sets for itself Etzioni (1964). However, organizations have varied and sometimes contradictory goals, making cross-firm comparisons difficult. Reinforcement for the notion that organization are varied in various aspects is that scholars often restricted their study sample to definite industries in order to control the disparities between the various industries with respect to performance and the firm's profitability (Beard and Dess, 1981; Miller and Tolouse, 1986).

The systems approach – this approach partially compensates for the weakness of the goal-based approach by considering the simultaneous achievement of multiple, generic performance aspects (Georgopolous and Tannenbaum, 1957; Yuchtman and Seashore, 1967; Steers, 1975). Both the goal and system approaches fail to adequately account for differences between stakeholder groups perspectives on performance.

The multiple constituency approach – this approach factors in these differences in perspectives and examines the extant to which the agenda of various stakeholders groups are satisfied (Thompson, 1967; Pennings and Goodman, 1977; Pfeffer and Salancik, 1978; Connolly, Conlon and Deutsch, 1980).

Describe The type of environmental forces that make it necessary for organizations to initiate changes.

Organizational change occurs when an organization restructures resources to increase the ability to create value and improve effectiveness. A declining company seeks ways the ability to create value and improve effectiveness. A declining company seeks ways to regain customers; a growing organization designs new products. Change is prevalent. In the past 10 years, over 50 percent of all Fortune 500 companies have
undergone significant restructuring.
 

Define The terms organizational culture and socialization.

Organizational culture is an idea in the field of organizational studies and management which describes the psychology, attitudes, experiences, beliefs and values (personal and cultural values) of an organization. It has been defined as "the specific collection of values and norms that are shared by people and groups in an organization and that control the way they interact with each other and with stakeholders outside the organization."

Organizational Socialization is a process through which a new employee learns to adapt to an organizational culture.

Explain The difference in how some employees talk about a positive culture and others describe a negative culture.

The more employees share and accept the core values, the stronger the culture is and the more it influences behavior.

Describe The impact of an organization's culture on individual and team behavior.

Organization's culture has an impact on individuals and team behavior. It becomes an issue when the behaviours, beliefs and values of the organization become an inconsistent with the realities of the marketplace; or when these collide with strongly held beliefs and values of individual employees. While on team behavior can cope with a degree of divergence between their organization's culture and their personal values and belief systems, at some point a continually widening gap between employee's beliefs and the culture of his or her employing organization.

Explain Why spirituality is considered to have some positive benefits in the workplace.

Yes, it is indeed true. Being spiritually involved, he or she establishes a physical fitness and positive attitude toward work and relationships under the influence of a leader in a church. 

Identify Specific practices and programs used by organizations to facilitate socialization.

 Orientation Program. Orientation programs are a form of employee training designed to introduce new employees to their job, the people they will be working with, and the larger organization. These training programs can play a critical role during socialization by providing newcomers with a variety of important information.

2.     Training Program. Training program that presents information about traditions and history should help new employees become more socialized on the history dimension of socialization which refers to knowledge of the organization's traditions, customs, myths, stories, and rituals.

3.      Advertisements. Advertisements announce an organization's vacancy for a specific job and encourage job applicants to submit their resumes. Advertisements take many forms, including local newspaper ads, national newspaper ads, and internet ads. The study used three items to construct the advertisement recruitment category: newspaper ads, the organization's homepage and internet ads.

4.    Interviews.  Interviews gather and screen resumes providing to employers.

5.    College Recruitment. Colleges are a recruitment source for emerging professionals with specialized skills. The college recruitment category includes five items: campus programs, alumni programs, internships, job fairs and work-study programs

Define What is meant by globalization.

Globalization is the system of interaction among the countries of the world in order to develop the global economy. Globalization refers to the integration of economics and societies all over the world. Globalization involves technological, economic, political, and cultural exchanges made possible largely by advances in communication, transportation, and infrastructure.

Understand Why the study of cross-cultural management is important.

Cross-cultural management: a new type of management factoring in and tackling cultural differences between staff in management in general, with a veiw to improving communication in the company and in its international exchanges

In an increasingly global world, business environments include people from different cultural backgrounds. Cross-culture management techniques help cope with these differences so as to better succeed in this diverse environment.

Significance

1. Cross-culture management techniques help managers contend with the challenges and opportunities of managing employees in a culturally diverse organizational environment. Increasing globalization has created more awareness of the need for managers to be sensitive to the cultural aspects of decision-making.

2. Features

   1. Cross-culture management techniques hinge on an understanding of the values and beliefs of employees from different cultural backgrounds. Cross-culture management also focuses on the cultural dimensions that characterize different societies, such as an emphasis on collectivism versus individualism.

   Benefits

   2. Companies that are more sensitive to cultural differences in a cross-cultural environment are equipped to make better decisions. Managers attuned to cross-culture management techniques enable smoother workplace relationships.

Discuss The global skills managers must learn, practice, and refine to deal with a changing world.

Comfort with Rapid Change

Global managers must be very comfortable with rapid changes and competent in making futuristic decisions. It also means reducing one’s susceptibility to cultural shocks and developing a high tolerance for unfamiliar      people, situations and things.

 Networking Skills

 It is thus extremely important for international business operators to acquire the knack for developing good relations with the influential and effective people in other countries.

Cross Cultural Sensitivity

Culture deeply affects people’s values, beliefs and perceptions and make them different than that of others. This may lead to a lot of misunderstandings.

 Self motivation

An international manager must see it very positively and show resilience. The psyche of looking at problems as opportunities and challenges can lead to success.

 Learning Attitude

An insatiable appetite for learning, flexibility, and openness are other qualities which one has to acquire to become a successful global manager. An international manager must have the desire to learn everyday and everywhere and come up with new ideas and solutions so as to cope up with pervasive changes.

Compare How the characteristics of culture can influence the behavior and attitudes of employees.

Since an organization's culture has the capacity to implement and execute policies within a company's bound, the employees therefore are obliged to follow whether his or her beliefs deviated from his or her cultural understanding. When these beliefs are practiced, it becomes a behavior and attitude.

Identify Hofstede's original cultural dimensions.

1    Power Distance Index (PDI)

It suggests that a society's level of inequality is endorsed by the followers as much as by the leaders. Power and inequality, of course, are extremely fundamental facts of any society and anybody with some international experience will be aware that 'all societies are unequal, but some are more unequal than others'.

2.      Individualism (IDV)

The individualist side we find societies in which the ties between individuals are loose.  The collectivist side, we find societies in which people from birth onwards are integrated into strong, cohesive in-groups, often extended families (with uncles, aunts and grandparents) which continue protecting them in exchange for unquestioning loyalty.

3.      Masculinity (MAS)

The IBM studies revealed that (a) women's values differ less among societies than men's values; (b) men's values from one country to another contain a dimension from very assertive and competitive and maximally different from women's values on the one side, to modest and caring and similar to women's values on the other. The assertive pole has been called 'masculine' and the modest, caring pole 'feminine'.

4.      Uncertainty Avoidance Index (UAI)

It deals with a society's tolerance for uncertainty and ambiguity; it ultimately refers to man's search for Truth. It indicates to what extent a culture programs its members to feel either uncomfortable or comfortable in unstructured situations.

5.      Long-Term Orientation (LTO)

 This fifth dimension was found in a study among students in 23 countries around the world, using a questionnaire designed by Chinese scholars.  It can be said to deal with Virtue regardless of Truth. Values associated with Long Term Orientation are thrift and perseverance; values associated with Short Term Orientation are respect for tradition, fulfilling social obligations, and protecting one's 'face