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Atricle Dump - The Synergistic Organization of Unique People (S.O.U.P) Model
Cubicle furniture is designed to give additional privacy in office rooms, reception, and other related areas. It includes furniture ranging from cubicle panels and dividers to office systems. Cubicle furniture comes with different storage options, such as wheeled pedestals, filing drawers, wall cabinets, and free standing shelves. You will find a locking feature, in most cases. Some systems have facilities that can be raised or lowered. Whiteboards, built-in task lighting, tack boards, and coat hangers are among the common additions you can make in cubicle furniture. Keyboard trays are an added addition for furniture with computer related tasks.Cubicle furniture comes in varying colors and patterns for all work surfaces and fabrics. Plain items are good for customers who want to save money. Such customers can select furniture with colors that are not popular and fabric
· Visual/Vision Intelligence
· Interpersonal Intelligence
· Intrapersonal Intelligence
· Linguistic Intelligence
WorkSMARTS Map was developed for organizational use based on the following factors:
1. Different SMARTS for Different Job Functions. With the application of WorkSMARTS Map, an organization can place the right people with the appropriate mix of intelligences for specific job functions and responsibilities.
2. Unique set of SMARTS, Unique way of Organizational Learning. This realization will enable an organization to disseminate information effectively and develop appropriate corporate training methodology for th
Proper training of your cleaning staff not only leads to cleaner buildings, but it also means fewer accidents, faster cleaning times, and a more professional cleaning staff. When hiring new employees, you may find candidates with extensive backgrounds in cleaning; however, it is more likely your new - hires will know little about proper cleaning techniques. Proper training is essential to get your employees off on the right foot and to make sure they are getting the work done properly, safely, and efficiently. Keeping the following tips in mind will help to make sure your employees learn to do their job safely and efficiently.- Cleaning workers are the fifth most injured workers in the country, so training your employees properly will keep them on the job and help keep your insurance rates down.- Keep the training focused on the employees and their needs. Tr
In view of these concerns, First Quatermain has developed THREE tools and has blended them into an integrated schema known as the Synergistic Organization of Unique People (S.O.U.P) Model.
This integrated model has been developed holistically for application in a workplace context. The three tools are:
1. WorkACTIONS Map
2. WorkSMARTS Map
3. Nature of Effective Organization (NEO) Profile
Brief Descriptions
WorkACTIONS Map:
The WorkACTIONS Map was developed based on the premise that a human resource profile tool must:
1. Be Relevant in a Workplace Context. It was discovered that there is a degree of dissimilarity in a person’s attitudes and behavior when at work, as compared to outside the workplace.
For example, an employee who is very passionate about playing golf may not necessarily bring this passion and enthusiasm into his/her workplace.
2. Focus on the Line of ACTIONS rather than just Personalities. In most profiling tools, potential employees are selected, based partly on the assessment of their suitable personalities. Though this can help increase the success of recruiting suitable talents, it is still rather myopic in nature.
In contrast, the Map’s emphasis is on analyzing the individual’s thought processes and the line of actions he/she will undertake in problem solving.
3. Support Organization’s Strategic HRM Framework. The WorkACTIONS Map (as part of the holistic SOUP Model) was developed to facilitate strategic human resource management within an organization.
For example, senior management can use the Map to select suitable personnel when building project teams. As different strategies and environments call for a certain mix of people in a team, the Map can heighten the success rate of choosing the right people for the right situations.
WorkSMARTS Map:
Based on the seminal research work by Harvard’s Prof. Howard Gardner, First Quatermain has adapted and re-defined the concept of Multiple Intelligences for workplace relevance.
Prof. Gardner's research states that there are several kinds of intelligences (or SMARTS) inherent and nurtured within an individual. This set of intelligences will determine the individual’s ways of carrying out certain tasks, learning styles, job preferences and more.
WorkSMARTS Map consists of these FIVE types of Intelligences. They are:
· Logical/Mathematical Intelligence
· Visual/Vision Intelligence
· Interpersonal Intelligence
· Intrapersonal Intelligence
· Linguistic Intelligence
WorkSMARTS Map was developed for organizational use based on the following factors:
1. Different SMARTS for Different Job Functions. With the application of WorkSMARTS Map, an organization can place the right people with the appropriate mix of intelligences for specific job functions and responsibilities.
2. Unique set of SMARTS, Unique way of Organizational Learning. This realization will enable an organization to disseminate information effectively and develop appropriate corporate training methodology for th
At its simplest definition, workflow is the movement of documents and/or tasks through a work process, and for many people, the idea of Human Resources and workflow in business involves the improvement of processing paperwork. Workflow is the operational aspect of a work procedure: how tasks are structured, who performs them, how they are synchronised, how tasks are tracked; the tasks involved in determining workflow are numerous and can have a serious impact on a business' productivity. The most common HR processes include appraisals, new starters, maternity, absence, holiday booking and leavers.Workflow involves various components and people and each facet must integrate with the others in order to process and complete a task. For example, an employee wants to book a holiday and fills in a paper form. Details of the holiday from will be delivered to the employee’s li
Brief Descriptions
WorkACTIONS Map:
The WorkACTIONS Map was developed based on the premise that a human resource profile tool must:
1. Be Relevant in a Workplace Context. It was discovered that there is a degree of dissimilarity in a person’s attitudes and behavior when at work, as compared to outside the workplace.
For example, an employee who is very passionate about playing golf may not necessarily bring this passion and enthusiasm into his/her workplace.
2. Focus on the Line of ACTIONS rather than just Personalities. In most profiling tools, potential employees are selected, based partly on the assessment of their suitable personalities. Though this can help increase the success of recruiting suitable talents, it is still rather myopic in nature.
In contrast, the Map’s emphasis is on analyzing the individual’s thought processes and the line of actions he/she will undertake in problem solving.
3. Support Organization’s Strategic HRM Framework. The WorkACTIONS Map (as part of the holistic SOUP Model) was developed to facilitate strategic human resource management within an organization.
For example, senior management can use the Map to select suitable personnel when building project teams. As different strategies and environments call for a certain mix of people in a team, the Map can heighten the success rate of choosing the right people for the right situations.
WorkSMARTS Map:
Based on the seminal research work by Harvard’s Prof. Howard Gardner, First Quatermain has adapted and re-defined the concept of Multiple Intelligences for workplace relevance.
Prof. Gardner's research states that there are several kinds of intelligences (or SMARTS) inherent and nurtured within an individual. This set of intelligences will determine the individual’s ways of carrying out certain tasks, learning styles, job preferences and more.
WorkSMARTS Map consists of these FIVE types of Intelligences. They are:
· Logical/Mathematical Intelligence
· Visual/Vision Intelligence
· Interpersonal Intelligence
· Intrapersonal Intelligence
· Linguistic Intelligence
WorkSMARTS Map was developed for organizational use based on the following factors:
1. Different SMARTS for Different Job Functions. With the application of WorkSMARTS Map, an organization can place the right people with the appropriate mix of intelligences for specific job functions and responsibilities.
2. Unique set of SMARTS, Unique way of Organizational Learning. This realization will enable an organization to disseminate information effectively and develop appropriate corporate training methodology for th
Despite the current issues challenging NASA, it’s financing and the future of the Space Shuttle Program, there is a key lesson you can learn from its past successes. This lesson is about setting a complete goal and including the wider implications for your business and your staff.During the space program in the 60’s and 70’s the over-riding focus for the flights to the moon and the other missions was not just getting the astronauts into space but also bringing them back safely. The Apollo Program was designed with the specific goal of landing humans on the moon and assuring their safe return back to Earth. The “safe return” part of this is often overlooked but this was actually a very key element in ensuring the high level of safety and testing. It also drove the NASA engineers to ensure that they had effective processes for identifying the causes of problems and f
In contrast, the Map’s emphasis is on analyzing the individual’s thought processes and the line of actions he/she will undertake in problem solving.
3. Support Organization’s Strategic HRM Framework. The WorkACTIONS Map (as part of the holistic SOUP Model) was developed to facilitate strategic human resource management within an organization.
For example, senior management can use the Map to select suitable personnel when building project teams. As different strategies and environments call for a certain mix of people in a team, the Map can heighten the success rate of choosing the right people for the right situations.
WorkSMARTS Map:
Based on the seminal research work by Harvard’s Prof. Howard Gardner, First Quatermain has adapted and re-defined the concept of Multiple Intelligences for workplace relevance.
Prof. Gardner's research states that there are several kinds of intelligences (or SMARTS) inherent and nurtured within an individual. This set of intelligences will determine the individual’s ways of carrying out certain tasks, learning styles, job preferences and more.
WorkSMARTS Map consists of these FIVE types of Intelligences. They are:
· Logical/Mathematical Intelligence
· Visual/Vision Intelligence
· Interpersonal Intelligence
· Intrapersonal Intelligence
· Linguistic Intelligence
WorkSMARTS Map was developed for organizational use based on the following factors:
1. Different SMARTS for Different Job Functions. With the application of WorkSMARTS Map, an organization can place the right people with the appropriate mix of intelligences for specific job functions and responsibilities.
2. Unique set of SMARTS, Unique way of Organizational Learning. This realization will enable an organization to disseminate information effectively and develop appropriate corporate training methodology for th
It’s about twenty after 9, on a Tuesday morning, Mike Johnson is an architect and he's thinking that life is bed of roses. But it wasn’t like that a year ago…This time last year, the revenues of his practice were shrinking at an alarming 15% annual rate… he was trying everything in the book to pull those revenues out of tailspin, primary of which was outsourcing most of his CAD drafting offshore. That exercise failed miserably, and he couldn’t even start to figure out why.He had been very diligent in selecting the service provider (who was based in India)… got custom samples done, and ramped up slowly to midsize assignments, to the point where the service provider successfully drafted a 120,000 square-foot, mixed-use project in Miami…Bertie Spalding, Mike's Project Manager for the Miami job, was impressed with their work. He decided to move the service p
WorkSMARTS Map:
Based on the seminal research work by Harvard’s Prof. Howard Gardner, First Quatermain has adapted and re-defined the concept of Multiple Intelligences for workplace relevance.
Prof. Gardner's research states that there are several kinds of intelligences (or SMARTS) inherent and nurtured within an individual. This set of intelligences will determine the individual’s ways of carrying out certain tasks, learning styles, job preferences and more.
WorkSMARTS Map consists of these FIVE types of Intelligences. They are:
· Logical/Mathematical Intelligence
· Visual/Vision Intelligence
· Interpersonal Intelligence
· Intrapersonal Intelligence
· Linguistic Intelligence
WorkSMARTS Map was developed for organizational use based on the following factors:
1. Different SMARTS for Different Job Functions. With the application of WorkSMARTS Map, an organization can place the right people with the appropriate mix of intelligences for specific job functions and responsibilities.
2. Unique set of SMARTS, Unique way of Organizational Learning. This realization will enable an organization to disseminate information effectively and develop appropriate corporate training methodology for th
Prepaid phone card let you make international phone calls from any part of the world, providing that you have a touch tone phone.A prepaid phone card? looks like a simple plastic or paper card that contains information about phone numbers you have to dial to make a long distant call. Usually, to make a long distant call, you have to provide the following information:Access number (s)PIN number (s)Customer Services telephone number for that specific cardUsage instructionsBelow you can see the approximate list of steps you have to pass to make a long distant call using a prepaid phone card: 1) Dial the access number using touch tone phone (it usually free of charge / toll free or local access). 2) Enter your PIN number (after a prompt). PIN number is hidden under the erasable part of the card. 3) At this step your balanc
· Visual/Vision Intelligence
· Interpersonal Intelligence
· Intrapersonal Intelligence
· Linguistic Intelligence
WorkSMARTS Map was developed for organizational use based on the following factors:
1. Different SMARTS for Different Job Functions. With the application of WorkSMARTS Map, an organization can place the right people with the appropriate mix of intelligences for specific job functions and responsibilities.
2. Unique set of SMARTS, Unique way of Organizational Learning. This realization will enable an organization to disseminate information effectively and develop appropriate corporate training methodology for the staff.
For example, if the majority of the sales agents learn better through drawings and diagrams, a Sales Training program should avoid being too wordy, which may confuse them in their learning process.
3. Diversity of SMARTS, United as ONE. The success of a company’s project management would require a melting pot of a variety of intelligences.
For example, the effectiveness of a marketing project team will depend on the team’s make-up of the different kinds of SMARTS. A GREAT marketing team would usually comprise of members who are People-Smart (knowing how potential customers will feel and response), Word-Smart (how to write catchy slogans and taglines to attract the attention of the potential customers) and Logic-Smart (the step-by-step process of executing the plan).
Nature of Effective Organization (NEO) Profile
The Nature of Effective Organization (NEO) Profile serves as a 360° Feedback Survey for senior management to understand how their employees view their organizations, the management and its operations.
Using similar profiling framework as WorkACTIONS Map, this organizational profiling tool provokes a company to rethink the way they lead and manage human resources.
To be more specific, there are various points of strategic reflections that would hasten senior management to use the Nature of Effective Organization (NEO) Profile as an information-gathering tool. The following points of strategic reflections include:
1. High Turnover Rate. Many leaders and senior management of organizations tend to (or choose to) ignore the feelings/views of their employees. Many good employees have left their organizations to chart their career paths successfully with other companies (usually with their previous firm’s competitors) partly due to this reason. If companies do not act fast to curb the employees’ perception gap, this usually leads to a high turnover rate, notably in respect of the firm’s best talents.
2. Lower Productivity & Profits. In general, when employees perceive that the organization does not listen and response to them effectively, distrust and low morale will ensue. This will affect the employees’ motivation and decrease productivity and eventually, lower profits.
3. Strategic Mis-Communication. As the employees on the ground are the true experts in their specific areas, they are the best people to understand and response to market changes. With the absence of good communication outlets between the employees, senior management may not be able to develop sound organization strategies for market relevance.
The Confluence of the Three Strategic Tools The rationale of fusing the three tools as an integra
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