Tags |
|
|
Links |
|
|
Atricle Dump - Creating Organizational Values
Establishing standards is critical to the success of every business. That is why numerous companies go for ISO 9000 certification, which is a series of globally identified standards and rules that define an effective quality system. ISO standards themselves do not perform assessments or audits to ensure that they are applied by companies in conformity with the requirements of the standards.Many testing laboratories and certification bodies conduct independent assessment services to provide evidence that services, goods, or systems match to ISO standards. The assessment of a quality system against the ISO 9000 standard is variously referred to as certification and registration. The certification corroborates that the system is in conformity with all the standard requirements. Agencies that issue ISO 9000 certificates are called certification bodies or registration bodies or registrars.The registrars evaluate and validate an organization's management (including quality, environmental, safety) system for conforming to the ISO standards. This verification, confirmation and the concluding validation are commonly known as ISO assessment auditing process. Generally, there are two types
Communications Strategy
This document is intended to act as a formal strategy for communicating the focus of the project. It is intended to supplement or augment the implementation plans. Senior Executive will be the sponsoring entity for the final Communications Strategy.
Implementation Strategy
This is intended to act as a step-by-step process for implementing the deliverables of the project. This will be tied hand in glove with the Communications Strategy. This portion of the project will lead the organization toward the Training Strategy and Evaluation Strategy.
Testing
This phase of the project involves testing the assumptions and/or analyses arrived at during the Focus Group Information Analysis phase. It will involve returning to the site of the Focus Group activities and discussing the resulting document with a portion of the original group. This phase moves the organization toward the buy-in required by all employees, clients and stakeholders.
Organizational Inoculation
Once the Organizational Values are defined, there must be methods devised that permit these values to be injected back into the organization and all of its employees at every opportunity. The Values must be reiterated at each and every opportunity, in various organizational documents, in recruiting and selection, training, promotion, succession planning, etc. Performance evaluation must also have values-based criteria in order to ensure that the adherence or subscription to the values is being observed, measured and valued.
Training Strategy
This is an open-ended, conceptual d
I recently did some consulting for a large retail company and sat in with their help desk department, which was probably the worst I have seen in my 10+ years in business. This was an internal help desk, with the end-users being employees from the various retail stores and warehouses. Not surprisingly the perception of their company’s IT support was not flattering to say the least.Some of the problems I noted were:·Poor (often rude) phone answering skills with the majority of calls being answered on speaker-phone, whilst swearing with heavy metal music in the background.·Lack of management·No system(s) or procedures in place to keep track of calls and problems·No central call person (anyone could answer the phone)·And a lack of morale within the help desk teamHere’s some of the suggestions I would make to resolve these problems…1) Team bondingThe nature of customer support/help desk is problem solving. No one calls in to say that everything is going well. It’s a bit like being a policeman. People only call you when a crisis occurs. That in its self can become daunting for workers. Dealing with unhappy customers all day, every day,
Today more than ever, organizations have an overwhelming requirement to be founded upon strong Values, Ethics and Principles. This becomes even more critical for publicly funded organizations.
All too often, an organization can believe that it is founded upon a set of values that is known and understood by all its employees. When one scratches the surface, it soon becomes clear, however, that much of this ethical, principled foundation is not so well understood and in fact may only exist in the minds of those within the organization.
If one is to insist upon ethical conduct within the organization, such conduct can only be described and assessed against a backdrop of organizational values.
This, then, becomes the starting point for any organization in its efforts to strive for highly principled, ethical employees.
The Process
Moving any organization along the ethical continuum involves some well defined and meaningful processes; not necessarily significant in terms of cost or time but significant in terms of consistency in outcomes, attitudes, organizational commitment and organizational learning.
As the processes evolve, there are dynamic effects on participants in that they develop a sense of ownership or buy-in, and on the organization in that it created an opportunity to test the viability of existing beliefs, as well as form the basis for new, perhaps more responsive and reflective organizational principles.
It has been determined that a very viable methodology that can be employed is that of soliciting the views and opinions of a variety of people and groups in a focus group environment. The groups ought to include members of the following groups:
* Client groups
* Partners
* Community members
* Civilian oversight bodies
* Significant ethnic and/or cultural groups
* Education professionals
* Others
The Foundation
As previously stated, every effort toward moving an organization toward ethical excellence involves either defining, reconfirming or creating the foundation of values.
Frequently, organizations either make comment or at the very least tacitly imply that their people are their most valuable resource. This cannot be simply a catch phrase; indeed, it must be a demonstrable reality within the various levels of the organization.
If the Values of the organization are to be subscribed to by all members of the organization, there must be a process designed whereby the significant levels of the organization will have meaningful, observable input into the creation of the values.
One may be tempted to simply adopt a set of values that appears to fit. With a modest amount of research, the values of a variety of organizations can be obtained and adapted to the organization. Although this may appear to be more effective in the short term, in the longer term, this process has some inherent weakness, not the least of which is a total lack of buy-in and ownership throughout the organization.
A Typical Ethics Project - The Six-Week Plan
Steps:
1. Clarification of Project Charter
2. Collection of external data
3. Focus Group Activity Design
4. Focus Group Activity Testing
5. Focus Group Participant Identification
6. Focus Group Activities (on site)
7. Collation of Focus Group Results
8. Classification of Focus Group Results
9. Draft Values Document
10. Vetting Process – Up, down, across
11. Communications Plan Draft
12. Implementation Plan Draft
13. Implementation Plan Testing
14. Communications Plan Testing
15. Training Strategies
16. Communication, Implementation, Training
Best Practices Review
This entails reviewing information collected during a private sector search of corporate Best Practices.
External Data Collection
This entails amassing information available from sources other than the research mentioned above. This includes Internet search, literature search and other research sources.
Design Focus Group Exercises
This entails the creation of exercises to be utilized during the focus group discussions. The exercises will be designed to solicit information and/or personal views from participants relative to the services being provided, the appropriateness of these services, the clients’ priorities, other points of view, etc.
The intent is to make certain that numerous and varied points of view are solicited from a variety of sources, including stakeholders, clients and partners.
Focus Group Activities
These activities will entail providing the participants with information relating to values statements and other similar documents from the private and the public sectors. They will be asked to translate these values into a form that would be useful to the client organization.
Participants from client group and other stakeholders will be asked to provide the information and points of view relative to public expectations, community priorities, etc., that will be useful in determining the proper focus of the eventual deliverable.
The relationships that need to be analyzed include the following:
* Service-delivery personnel with the client group
* Service-delivery personnel with their supervisors
* Supervisors with Managers
* Managers with Executive
* Executive with CEO
* CEO with Board of Directors
When determining the expectations of each group, care must be taken to ensure that expectations are described in observable, measurable terms. This will eventually enable inclusion of the expectations in a performance evaluation system. Care must also be taken to robustly facilitate these group discussions to ensure that they remain factually focused, future focused and constructive. Initially, there may be some difficulties encountered regarding the airing of ‘dirty laundry’. Strong leadership and patience will be required to move through this portion of the process.
The exercises are carried out in a hierarchical fashion, i.e., beginning at the front line and moving in an ordered fashion up through the organization to the most senior level. The initial exercises must be thoroughly analyzed before the subsequent exercises are undertaken. The results of the initial exercises form the basis for subsequent discussions as the exercises move up through the organization. At each stage of the process, by-in and/or official agreement of the subject groups must be solicited and received before moving on.
Focus Group Information Analysis
This involves the collection, collation, analysis, interpretation, and summarizing of the information collected during the Focus Group Exercises.
Communications Strategy
This document is intended to act as a formal strategy for communicating the focus of the project. It is intended to supplement or augment the implementation plans. Senior Executive will be the sponsoring entity for the final Communications Strategy.
Implementation Strategy
This is intended to act as a step-by-step process for implementing the deliverables of the project. This will be tied hand in glove with the Communications Strategy. This portion of the project will lead the organization toward the Training Strategy and Evaluation Strategy.
Testing
This phase of the project involves testing the assumptions and/or analyses arrived at during the Focus Group Information Analysis phase. It will involve returning to the site of the Focus Group activities and discussing the resulting document with a portion of the original group. This phase moves the organization toward the buy-in required by all employees, clients and stakeholders.
Organizational Inoculation
Once the Organizational Values are defined, there must be methods devised that permit these values to be injected back into the organization and all of its employees at every opportunity. The Values must be reiterated at each and every opportunity, in various organizational documents, in recruiting and selection, training, promotion, succession planning, etc. Performance evaluation must also have values-based criteria in order to ensure that the adherence or subscription to the values is being observed, measured and valued.
Training Strategy
This is an open-ended, conceptual do
Graphic design is a key element in communicating effectively with your audience; whether it is for a trade show or any other form of marketing communication. The tendency in trade show marketing is to say as much as possible in the time and space allowed during a trade show. Generally, you have 3-10 seconds to capture the attention of a trade show attendee. Companies often try to cram as much information into a 10x10 or 20x20 space as possible. From graphic images to text relating to the companies products and services companies put way too much information into their trade show displays.So how do you speak to your audience so that they retain some of what you’ve said and even more importantly take action and buy? Below are a few ways to improve the visual performance of your trade show display.1. Understand your goals with your display. Are you exhibiting to sell, for market awareness, client education, or other purposes? Communicate this purpose through the graphics and copy on your booth. 2. Have a central theme that can resonate with people in a short time. 3. Is there an emotional connection to what your company is about? If so, connecting with people on an emoti
* Client groups
* Partners
* Community members
* Civilian oversight bodies
* Significant ethnic and/or cultural groups
* Education professionals
* Others
The Foundation
As previously stated, every effort toward moving an organization toward ethical excellence involves either defining, reconfirming or creating the foundation of values.
Frequently, organizations either make comment or at the very least tacitly imply that their people are their most valuable resource. This cannot be simply a catch phrase; indeed, it must be a demonstrable reality within the various levels of the organization.
If the Values of the organization are to be subscribed to by all members of the organization, there must be a process designed whereby the significant levels of the organization will have meaningful, observable input into the creation of the values.
One may be tempted to simply adopt a set of values that appears to fit. With a modest amount of research, the values of a variety of organizations can be obtained and adapted to the organization. Although this may appear to be more effective in the short term, in the longer term, this process has some inherent weakness, not the least of which is a total lack of buy-in and ownership throughout the organization.
A Typical Ethics Project - The Six-Week Plan
Steps:
1. Clarification of Project Charter
2. Collection of external data
3. Focus Group Activity Design
4. Focus Group Activity Testing
5. Focus Group Participant Identification
6. Focus Group Activities (on site)
7. Collation of Focus Group Results
8. Classification of Focus Group Results
9. Draft Values Document
10. Vetting Process – Up, down, across
11. Communications Plan Draft
12. Implementation Plan Draft
13. Implementation Plan Testing
14. Communications Plan Testing
15. Training Strategies
16. Communication, Implementation, Training
Best Practices Review
This entails reviewing information collected during a private sector search of corporate Best Practices.
External Data Collection
This entails amassing information available from sources other than the research mentioned above. This includes Internet search, literature search and other research sources.
Design Focus Group Exercises
This entails the creation of exercises to be utilized during the focus group discussions. The exercises will be designed to solicit information and/or personal views from participants relative to the services being provided, the appropriateness of these services, the clients’ priorities, other points of view, etc.
The intent is to make certain that numerous and varied points of view are solicited from a variety of sources, including stakeholders, clients and partners.
Focus Group Activities
These activities will entail providing the participants with information relating to values statements and other similar documents from the private and the public sectors. They will be asked to translate these values into a form that would be useful to the client organization.
Participants from client group and other stakeholders will be asked to provide the information and points of view relative to public expectations, community priorities, etc., that will be useful in determining the proper focus of the eventual deliverable.
The relationships that need to be analyzed include the following:
* Service-delivery personnel with the client group
* Service-delivery personnel with their supervisors
* Supervisors with Managers
* Managers with Executive
* Executive with CEO
* CEO with Board of Directors
When determining the expectations of each group, care must be taken to ensure that expectations are described in observable, measurable terms. This will eventually enable inclusion of the expectations in a performance evaluation system. Care must also be taken to robustly facilitate these group discussions to ensure that they remain factually focused, future focused and constructive. Initially, there may be some difficulties encountered regarding the airing of ‘dirty laundry’. Strong leadership and patience will be required to move through this portion of the process.
The exercises are carried out in a hierarchical fashion, i.e., beginning at the front line and moving in an ordered fashion up through the organization to the most senior level. The initial exercises must be thoroughly analyzed before the subsequent exercises are undertaken. The results of the initial exercises form the basis for subsequent discussions as the exercises move up through the organization. At each stage of the process, by-in and/or official agreement of the subject groups must be solicited and received before moving on.
Focus Group Information Analysis
This involves the collection, collation, analysis, interpretation, and summarizing of the information collected during the Focus Group Exercises.
Communications Strategy
This document is intended to act as a formal strategy for communicating the focus of the project. It is intended to supplement or augment the implementation plans. Senior Executive will be the sponsoring entity for the final Communications Strategy.
Implementation Strategy
This is intended to act as a step-by-step process for implementing the deliverables of the project. This will be tied hand in glove with the Communications Strategy. This portion of the project will lead the organization toward the Training Strategy and Evaluation Strategy.
Testing
This phase of the project involves testing the assumptions and/or analyses arrived at during the Focus Group Information Analysis phase. It will involve returning to the site of the Focus Group activities and discussing the resulting document with a portion of the original group. This phase moves the organization toward the buy-in required by all employees, clients and stakeholders.
Organizational Inoculation
Once the Organizational Values are defined, there must be methods devised that permit these values to be injected back into the organization and all of its employees at every opportunity. The Values must be reiterated at each and every opportunity, in various organizational documents, in recruiting and selection, training, promotion, succession planning, etc. Performance evaluation must also have values-based criteria in order to ensure that the adherence or subscription to the values is being observed, measured and valued.
Training Strategy
This is an open-ended, conceptual d
A good business plan has ten key components. Providing a comprehensive assessment of each of these components is critical in attracting investors. This article discusses the first five components. A subsequent article will detail the remaining elements.1. Executive Summary. The Executive Summary provides a succinct synopsis of the business plan, and highlights the key points raised within. The Executive Summary must communicate to the prospective investor the size and scope of the market opportunity, the venture's business and profitability model, and how the resources/skills/strategic positioning of the Company's management team make it uniquely qualified to execute the plan. The Executive Summary must be compelling, easy-to-read, and no longer than 2-4 pages.2. Company Analysis. This section provides a strategic overview of the company and describes how the company is organized, what products and services it offers/will offer, and goes into further detail on the company's unique qualifications in serving its target markets.3. Industry Analysis. This section evaluates the playing field in which the company will be competing, and includes well-structured answers to key mar
8. Classification of Focus Group Results
9. Draft Values Document
10. Vetting Process – Up, down, across
11. Communications Plan Draft
12. Implementation Plan Draft
13. Implementation Plan Testing
14. Communications Plan Testing
15. Training Strategies
16. Communication, Implementation, Training
Best Practices Review
This entails reviewing information collected during a private sector search of corporate Best Practices.
External Data Collection
This entails amassing information available from sources other than the research mentioned above. This includes Internet search, literature search and other research sources.
Design Focus Group Exercises
This entails the creation of exercises to be utilized during the focus group discussions. The exercises will be designed to solicit information and/or personal views from participants relative to the services being provided, the appropriateness of these services, the clients’ priorities, other points of view, etc.
The intent is to make certain that numerous and varied points of view are solicited from a variety of sources, including stakeholders, clients and partners.
Focus Group Activities
These activities will entail providing the participants with information relating to values statements and other similar documents from the private and the public sectors. They will be asked to translate these values into a form that would be useful to the client organization.
Participants from client group and other stakeholders will be asked to provide the information and points of view relative to public expectations, community priorities, etc., that will be useful in determining the proper focus of the eventual deliverable.
The relationships that need to be analyzed include the following:
* Service-delivery personnel with the client group
* Service-delivery personnel with their supervisors
* Supervisors with Managers
* Managers with Executive
* Executive with CEO
* CEO with Board of Directors
When determining the expectations of each group, care must be taken to ensure that expectations are described in observable, measurable terms. This will eventually enable inclusion of the expectations in a performance evaluation system. Care must also be taken to robustly facilitate these group discussions to ensure that they remain factually focused, future focused and constructive. Initially, there may be some difficulties encountered regarding the airing of ‘dirty laundry’. Strong leadership and patience will be required to move through this portion of the process.
The exercises are carried out in a hierarchical fashion, i.e., beginning at the front line and moving in an ordered fashion up through the organization to the most senior level. The initial exercises must be thoroughly analyzed before the subsequent exercises are undertaken. The results of the initial exercises form the basis for subsequent discussions as the exercises move up through the organization. At each stage of the process, by-in and/or official agreement of the subject groups must be solicited and received before moving on.
Focus Group Information Analysis
This involves the collection, collation, analysis, interpretation, and summarizing of the information collected during the Focus Group Exercises.
Communications Strategy
This document is intended to act as a formal strategy for communicating the focus of the project. It is intended to supplement or augment the implementation plans. Senior Executive will be the sponsoring entity for the final Communications Strategy.
Implementation Strategy
This is intended to act as a step-by-step process for implementing the deliverables of the project. This will be tied hand in glove with the Communications Strategy. This portion of the project will lead the organization toward the Training Strategy and Evaluation Strategy.
Testing
This phase of the project involves testing the assumptions and/or analyses arrived at during the Focus Group Information Analysis phase. It will involve returning to the site of the Focus Group activities and discussing the resulting document with a portion of the original group. This phase moves the organization toward the buy-in required by all employees, clients and stakeholders.
Organizational Inoculation
Once the Organizational Values are defined, there must be methods devised that permit these values to be injected back into the organization and all of its employees at every opportunity. The Values must be reiterated at each and every opportunity, in various organizational documents, in recruiting and selection, training, promotion, succession planning, etc. Performance evaluation must also have values-based criteria in order to ensure that the adherence or subscription to the values is being observed, measured and valued.
Training Strategy
This is an open-ended, conceptual d
You see all the magnificent claims out there of people making these huge fantastic online incomes. Is it all just Hype? I mean I bet that you're bombarded with internet ads claiming that you can make $1000 per day, right? Does it make you feel discouraged knowing that somewhere out there lies the secret to making a killing online?Well here's the good news, there really are people out there making $1000 per day on the internet, and sometimes even more than that. So what is their secret?The fastest way to make $1000 per day, is to have your own product and learn how to drive massive targeted traffic to your website. Notice that I said "targeted" traffic. If your selling an ebook that explains how to get a high score on the SAT's, then you probably don't want the traffic of people that are looking for dog training tips. If you sell your own product online, then you get to keep all the money and the only real overhead to running your online business is advertising.Keep in mind, that the traffic landing on your site, needs to be from people that are really interested in what you have to sell. In addition, your website needs to be constructed in a way that captures the names and
The relationships that need to be analyzed include the following:
* Service-delivery personnel with the client group
* Service-delivery personnel with their supervisors
* Supervisors with Managers
* Managers with Executive
* Executive with CEO
* CEO with Board of Directors
When determining the expectations of each group, care must be taken to ensure that expectations are described in observable, measurable terms. This will eventually enable inclusion of the expectations in a performance evaluation system. Care must also be taken to robustly facilitate these group discussions to ensure that they remain factually focused, future focused and constructive. Initially, there may be some difficulties encountered regarding the airing of ‘dirty laundry’. Strong leadership and patience will be required to move through this portion of the process.
The exercises are carried out in a hierarchical fashion, i.e., beginning at the front line and moving in an ordered fashion up through the organization to the most senior level. The initial exercises must be thoroughly analyzed before the subsequent exercises are undertaken. The results of the initial exercises form the basis for subsequent discussions as the exercises move up through the organization. At each stage of the process, by-in and/or official agreement of the subject groups must be solicited and received before moving on.
Focus Group Information Analysis
This involves the collection, collation, analysis, interpretation, and summarizing of the information collected during the Focus Group Exercises.
Communications Strategy
This document is intended to act as a formal strategy for communicating the focus of the project. It is intended to supplement or augment the implementation plans. Senior Executive will be the sponsoring entity for the final Communications Strategy.
Implementation Strategy
This is intended to act as a step-by-step process for implementing the deliverables of the project. This will be tied hand in glove with the Communications Strategy. This portion of the project will lead the organization toward the Training Strategy and Evaluation Strategy.
Testing
This phase of the project involves testing the assumptions and/or analyses arrived at during the Focus Group Information Analysis phase. It will involve returning to the site of the Focus Group activities and discussing the resulting document with a portion of the original group. This phase moves the organization toward the buy-in required by all employees, clients and stakeholders.
Organizational Inoculation
Once the Organizational Values are defined, there must be methods devised that permit these values to be injected back into the organization and all of its employees at every opportunity. The Values must be reiterated at each and every opportunity, in various organizational documents, in recruiting and selection, training, promotion, succession planning, etc. Performance evaluation must also have values-based criteria in order to ensure that the adherence or subscription to the values is being observed, measured and valued.
Training Strategy
This is an open-ended, conceptual d
Getting an entry level job can be a difficult task even when you're a recent graduate armed with a diploma or degree and figure that you're ready to take on the corporate world.If only someone in the corporate world would give you a chance to get your foot in the door though…Getting a job isn't necessarily a case of sending off some resumes and waiting for the calls to come in.Too many job searchers fire off a dozen or more resumes to hiring managers and sit back and expect that their door will be broken down by companies begging them to take a job with their company.The Internet has made it very easy for everyone to fire off resumes left, right and centre so hiring managers have had to invent new ways to weed through the hundreds of applications they might receive for each job they advertise.One way to get past finding your resume in the junk folder of the hiring managers you've emailed is to take another approach to try to get your foot in the door.Consider finding some decision makers in your chosen field and contact them to ask for help. Tell them you're a recent graduate and are trying to get your foot in the door. Don't ask for a jo
Communications Strategy
This document is intended to act as a formal strategy for communicating the focus of the project. It is intended to supplement or augment the implementation plans. Senior Executive will be the sponsoring entity for the final Communications Strategy.
Implementation Strategy
This is intended to act as a step-by-step process for implementing the deliverables of the project. This will be tied hand in glove with the Communications Strategy. This portion of the project will lead the organization toward the Training Strategy and Evaluation Strategy.
Testing
This phase of the project involves testing the assumptions and/or analyses arrived at during the Focus Group Information Analysis phase. It will involve returning to the site of the Focus Group activities and discussing the resulting document with a portion of the original group. This phase moves the organization toward the buy-in required by all employees, clients and stakeholders.
Organizational Inoculation
Once the Organizational Values are defined, there must be methods devised that permit these values to be injected back into the organization and all of its employees at every opportunity. The Values must be reiterated at each and every opportunity, in various organizational documents, in recruiting and selection, training, promotion, succession planning, etc. Performance evaluation must also have values-based criteria in order to ensure that the adherence or subscription to the values is being observed, measured and valued.
Training Strategy
This is an open-ended, conceptual document that will be intended to stimulate discussion around the issues of information transfer within the organization. A hypothetical approach will be presented to the appropriate decision-making body for discussion and potential action.
Summary
Defining Organizational Values can and does set the tone for all operational and administrative efforts. It is only through a comprehensive analysis of a host of relationships, within and involving the subject organization, that a true picture of the appropriate values comes into focus.
There is much to be gained through active participation of clients and other stakeholders in these dynamic exercises. There is a great deal to be lost, however, if the results of the focus group activities are not taken seriously or if they are minimized or altered to any appreciable degree.
The result of all of this effort will be a Values Statement that is truly reflective of the clients’ expectations of the organization. It will also reflect the organizational culture that needs to be fostered to create an entity that is credible and trustworthy.
R.J. Fitches Inc. (705) 325-6164 Toll Free: 1-888-325-6164
HTTP = HTML link (for blogs, profiles,phorums):
<a href="http://www.articledump.net/article/45064/articledump-Creating-Organizational-Values.html">Creating Organizational Values</a>
BB link (for phorums):
[url=http://www.articledump.net/article/45064/articledump-Creating-Organizational-Values.html]Creating Organizational Values[/url]
Related Articles:
Emotions And Thoughts Affect Goals
4 Reasons Your Cleaning Company Needs to Do Background Checks
Bookmark it:
|