Unit VIII: CASE STUDY
Kristie Long
Waldorf University
CASE STUDY While working in an organization there are numerous of strategies implemented to make a team more proficient. There are 3 key strategies that are utilized in such settings, coaching, facilitation, and organization design. Therefore, when leaders demonstrate coaching, the team leaders and managers, describes their plans to other team members and set goals, to see if the strategy is beneficial for the team and the organization as an entirely. The second strategy is facilitation, this takes places when you actually take place so that a team could work together, delegates, communicate, and make things less complicated and easier for others to use to make matters less stressful for others, similar to teamwork, and the relationship between determination and productivity, is not always perfect but close enough to based off the skills and knowledge of other team members, because according to Ferris, Behr, & Gilmore, (2012) “Individuals with better task- specific skills and with more complete knowledge (e.g., clearer and more accurate role perceptions) are likely to make more efficient use of their efforts than are other persons. Similarly, employees in easy jobs are more likely to have good performance as a result of their efforts than are other employees (Ferris, Behr, & Gilmore, 2012).” Therefore, the last strategy is organization design, is the methodology of being able to determine any dysfunction of an typical work day, as far as the structuring, and daily operations that will interfere with a team from accomplishing its goals, or determine if a company should make the necessary changes, so that the company is closer to reaching their goals and too measure the amount of progress of achieving these goals. This behavior is done to ensure that organizations are operating sufficiently and for making decisions and transitioning of changes, are beneficial for the organization as a entirely. PART II: Pg. 412 Whenever, make a positive change, its almost normal to feel great about yourself and trying make changes such as quitting smoking, will be beneficial for the individual and his or her environments because this will reduce the chances of heart disease, cancer, and affects of second hand smoke. Therefore, this transitioning might not be as easy as the actually kicking the habit because the individual is taken out of …show more content…
Therefore, this transitioning can bring on problems because it can hard to adjust to new changes. However, when this takes place I would communicate with other team members, and listen to their needs and concerns, to ensure that these decisions are beneficial for all team members, and the organization, and form a focus group, and once the changes are made, because according to Bel, Smirnov, & Wait, (2018) “Although change requires both sufficiently strong advocacy and enough communication to help overcome inertia inside the firm, we posit that frequent communication can be costly, particularly with strong managers and in larger establishments. These theoretical predictions are consistent with our empirical analysis. Utilizing uniquely detailed establishment-level data we find that, on their own, firm size, regular communication and result-oriented managers are all positively associated with change (Bel, Smirnov, & Wait, 2018).” I will schedule a follow-up plan to ensure that these changes are working for the
Kristie Long
Waldorf University
CASE STUDY While working in an organization there are numerous of strategies implemented to make a team more proficient. There are 3 key strategies that are utilized in such settings, coaching, facilitation, and organization design. Therefore, when leaders demonstrate coaching, the team leaders and managers, describes their plans to other team members and set goals, to see if the strategy is beneficial for the team and the organization as an entirely. The second strategy is facilitation, this takes places when you actually take place so that a team could work together, delegates, communicate, and make things less complicated and easier for others to use to make matters less stressful for others, similar to teamwork, and the relationship between determination and productivity, is not always perfect but close enough to based off the skills and knowledge of other team members, because according to Ferris, Behr, & Gilmore, (2012) “Individuals with better task- specific skills and with more complete knowledge (e.g., clearer and more accurate role perceptions) are likely to make more efficient use of their efforts than are other persons. Similarly, employees in easy jobs are more likely to have good performance as a result of their efforts than are other employees (Ferris, Behr, & Gilmore, 2012).” Therefore, the last strategy is organization design, is the methodology of being able to determine any dysfunction of an typical work day, as far as the structuring, and daily operations that will interfere with a team from accomplishing its goals, or determine if a company should make the necessary changes, so that the company is closer to reaching their goals and too measure the amount of progress of achieving these goals. This behavior is done to ensure that organizations are operating sufficiently and for making decisions and transitioning of changes, are beneficial for the organization as a entirely. PART II: Pg. 412 Whenever, make a positive change, its almost normal to feel great about yourself and trying make changes such as quitting smoking, will be beneficial for the individual and his or her environments because this will reduce the chances of heart disease, cancer, and affects of second hand smoke. Therefore, this transitioning might not be as easy as the actually kicking the habit because the individual is taken out of …show more content…
Therefore, this transitioning can bring on problems because it can hard to adjust to new changes. However, when this takes place I would communicate with other team members, and listen to their needs and concerns, to ensure that these decisions are beneficial for all team members, and the organization, and form a focus group, and once the changes are made, because according to Bel, Smirnov, & Wait, (2018) “Although change requires both sufficiently strong advocacy and enough communication to help overcome inertia inside the firm, we posit that frequent communication can be costly, particularly with strong managers and in larger establishments. These theoretical predictions are consistent with our empirical analysis. Utilizing uniquely detailed establishment-level data we find that, on their own, firm size, regular communication and result-oriented managers are all positively associated with change (Bel, Smirnov, & Wait, 2018).” I will schedule a follow-up plan to ensure that these changes are working for the