Organisational Management: Objectives & Case Studies

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This project talks more about the different objectives in group decision-making & managing teams.The slides also touched on case studies of good & bad organisational manangement & how they can be applied

Text of Organisational Management: Objectives & Case Studies

Organisational Management

Organisational ManagementStraw Nest Group PresentationOverviewOM: Straw Nest Group PresentationOverviewLearning ObjectivesManagers as Decision MakersTechniques of group decision-makingSteps in decision-making processManaging TeamsCharacteristics of creating effective teamsDifferent types of work teams in unique situationsSecondary ResearchGood Organisational ManagementBad Organisational ManagementLearning Objective 1:Managers as Decision MakersPresenter: Muhd FirdianshahManagers as Decision MakersOBJECTIVE 1:What are the different techniques in group decision making?BrainstormingNominal Group TechniqueElectronic Meetings via New MediaBrainstormingLimitless brainstorming before categorisingEnsures no boundaries in information gathering & discussionsVerbal diarrhoea effectMight not be useful for groups & members that prefer structure & sequential flowsStructural brainstormingBoundaries are drawn before group members think of ideasHelps members to think fully about ideaUseful for members who have not thought through pointsNot useful for members who cannot think when limited by boundaries Nominal Group TechniqueGroup members presented with problemEach member independently writes down ideas on problemEach member presents one idea to group until all ideas have been presentedNo discussion until all ideas have been presentedUseful for groups that are easily influenced by ANY ideas, good or badNot useful for groups that have similar ideals & bad negotiating skills Electronic Meetings via New MediaMSNTyped group conversational chats help members save time & hassle of meeting up if schedules do not permitMembers are not as focused & can sidetrack very frequently, leading to lack of progress in group discussionsOovoo & SkypeVideo & audio group conversational chats facilitate better communication due to interaction of more sensesLack of fast & strong Internet access can lead to slow-loading chats which can be frustrating & can lead to lack of progress & easier sidetrackingElectronic Meetings via New MediaFacebookStatus updates can be tagged to discuss project meetings openlyFor more daring & brave groups that prefer openness in discussionsLive chat function retains MSN capability & advantagesSidetracking is possible if students main function of Facebook is for socialising purposesWont take discussions seriouslyGroup discussions cant be held due to limitationsLearning Objective 2:Managers as Decision MakersPresenter: Rachel TanManagers as Decision MakersOBJECTIVE 2:How do we follow through the decision-making process to achieve our goals?Identifying problemIdentifying decision criteriaAllocating weights to criteriaDeveloping alternativesAnalysing alternativesSelecting alternativeImplementing alternativeEvaluating decision effectivenessStep 1: Identifying a problem

An obstacle that makes achieving a desired goal or purpose difficult3 characteristics of problemAwareness of discrepancy Pressure to act Having resources to take action

Step 2: Identifying decision criteria

Criteria that define whats important or relevant in resolving a problemExamples of decision criteria:Which material would better cushion the egg from the fallMost efficient way of building the structure to protect the egg (time factor)The best way to make use of the materials given to us

Step 3:Allocating weights to the criteria

Weighing the items to give them the correct priority in the decisionweighed priority of items provided to protect the eggStep 4: Developing alternatives

List the viable alternatives that could resolve the problemInsert egg into balloonFocus sticking materials on one side of the eggWrap the egg all around Step 5: Analyzing alternatives

Each alternative is evaluated against the criteriaExamples of alternatives:PaperTapePaper napkinStep 6: Selecting an alternative

All criteria weighted and alternatives analysed choose the alternative that generated the highest total in step 5PaperStrawsBalloonTapePaper napkin

Step 7: Implementing the alternative

Putting the decision into action by conveying it to those affected and getting their commitment to itCrush all materials together to wrap the eggStep 8:Evaluating decision effectiveness

Evaluating the outcome or result of the decision to see if the problem has been resolved Unwrapping the layers

Learning Objective 3:Managing TeamsPresenter: Bernardette HengManaging TeamsOBJECTIVE 3:What are the unique characteristics of creating effective teams?Good communication skillsDefine outcomes & facilitate workEstablish clear & compelling directionProvide team & individual developmentGood Communication SkillsUnderstand each otherUnderstand objectives betterFacilitate smoother & easier exchange of information & interaction with one anotherCommunication on the same wavelength facilitates bonding & tighter communicationDependent on group cultureDefine Outcomes & Facilitate WorkLeader sets outcomes and provide the team with goals to get there Do your group members have the materials and references to support them in achieving the expected results? Do they know how to get help from other team members?Let team members use their own style to deliver the outcome or resultRecognise both individual and team accomplishments

Establish Clear & Compelling DirectionLeaders of effective teams communicate a vision to the team rather than assume that the team shares it If the leader does not do this, all the members will rush to fulfill their own individual goals These individual goals do not add to the interdependent goalsInterdependent goals: aims that need two or more people to rely on each other to accomplishSuch goals can further a teams collective objectivesTeam & Individual DevelopmentReview team performance openlyDiscussing how the team is doingWhat it is doing wellWhat it is doing poorlyWhat have members learntReflect on individual performanceHighlight achievements in teamNever judge someones mistakes openlyRecognise mistakes but leave action plan up to personRecognise members maturity level Learning Objective 4:Managing TeamsPresenter: Ratna Mas AyuManaging TeamsOBJECTIVE 4:How are different types of work teams employed based on different situations?Problem-solving teamSelf-managed work teamCross-functional teamVirtual teamProblem-Solving TeamInvolved in efforts to improve work activities/solve specific problemsFrom same department/functional areaAll employment sectors/situations need themProblem-solvers help to identify complicated & difficult situations & solve them effectivelyThinking out-of-the-box & providing unique solutionsObservant, keen eye to spot potential flaws

Self-managed Work TeamOperates without a managerResponsible for complete work process/segmentBenefits:Greater flexibilityImproved quality, productivity and serviceFaster response to technological changeFewer, simpler job classificationsBetter response to workers' valuesIncreased employee commitment to the organizationAbility to attract and retain the best people Cross-Functional TeamA work team composed of individuals from various specialtiesAssociated with:More creative solutionsBetter quality decisionsIncreased organizational effectivenessLower turnover rates among treatment staffEg. 3Ms Industrial Specialties DivisionAmerican multinational conglomerate corporationManufacturing company Virtual TeamA type of work team that uses technology to link physically dispersed members in order to achieve a common goalIn todays world, organizations increasingly conduct business in a virtual workspaceEmployees are located in different countries/cities/venues in the same cityEg. Nortel Networks Corporation Conference with overseas countriesVirtual team structure makes it more easier and efficient for them to communicate with physically dispersed members using technology Secondary Research:Good Organisational ManagementPresenter: Nicholas HoArticle #1: Succession Management Managing & grooming employees to succeed executivesBuilding leadership bench strength across managementIn straw nest project, succession management could have been employed if leader faltered in ensuring group did task efficiently & effectivelyLeader could have asked someone else to take over if he/she has a better planCommunicate change of leadership clearly to all membersMore attention would be given to new leader http://findarticles.com/p/articles/mi_m1272/is_2675_130/ai_77400382/Article #2:Predictive v. Reactive ManagementPredictive management: prevent problems before they ariseReactive management: solves many problems in first placePredictive management is betterIn straw nest project, should have had more predictive managementReactive management can be messy when not handled with properlyhttp://management.about.com/od/managementskills/a/predictive_mgt6.htmSecondary Research:Bad Organisational ManagementPresenter: Nicholas HoArticle #3: Cynical EmployeesIssues related to bad management related to employee cynicism rather than employees personality traits survey, Ohio State UniversityShowed lower commitment levelsLess likely to believe good work would be rewardedStraw nest project did not suffer from cynical group membersMembers trusted leadership & were committed to task at handPersonality traits accounted very little for group cohesionhttp://findarticles.com/p/articles/mi_m1272/is_2675_130/ai_77400386/Article #4: Employees Pay Increases More Than Executives PayRetaining key talent across companies is more important than retaining top executives survey, WorldAtWorkRetention aspects reaching all levels i.e. compensation, benefits, total rewards etc.In straw nest project, group members mattered more than leadersGroup members were integral part of carrying task at hand wellLeaders could always be reselected & regro