Interactive Communication Skills Essay Example

Interactive Communication Skills Essay Example Interactive Communication Skills Essay Interactive Communication Skills Essay Youre supposed to tell people what to do. All too often, though, people in management positions forget to make expectations clear, so make sure your employees or supervises know exactly what you want from them on every project. Make Expectations Reasonable With budget cuts sweeping the nation, more and more people are shouldering extra responsibilities. From volunteers at non profits to high level employees at large corporations, were all working extra hard. In this climate, its important to keep seasonable expectations. Dont give people tasks that are doomed to failure. If your company or department is suffering from budget cuts or employee losses, productivity may dip, so its important not to blame employees for things theyre not responsible for. Correct Mistakes When someone makes a mistake, let them know. This gives them an opportunity to correct it rather than making the same mistake. Correcting mistakes does not mean youre being a bully. Rather, it means youre giving people a chance to succeed. Communicate When youre in a position of power that allows you to see the big picture, it can be say to forget that not everyone has the benefit of your birds eye view. Communicate frequently with people you supervise about future plans, projects, and goals. Make sure to communicate both the positive and negative. Too often, bosses get caught up in criticizing rather than praising, so avoid this common mistake. Treat Employees Like People You shouldnt be overly involved in your employees personal lives in most cases, but that doesnt mean its not a good idea to invest in them as people. Make small talk and convey a sense of genuine care for them as people. Remembering birthdays, offering condolences when someone dies, and creating a team environment can lead to a substantially better working environment. Criticize Constructively Criticism can be beneficial to a persons Job performance, but not if they feel like theyre being torn down as a human being. Rather than questioning a persons dedication or competence, give specific instructions about what they can do differently. Dont engage in blaming or name calling. Offer Praise Perhaps the most important thing a good boss does is to offer praise when someone does something right. Aim to praise everyone at least twice as often as you criticize them. Even employees who are slacking off or not performing well can benefit from regular praise. When people feel good about themselves they tend to do better. Accept Criticism Perhaps the most critical difference between good bosses and great ones is that great bosses are willing to accept constructive criticism. Ask your employees what you can do to be a better supervisor, and be willing to listen to their concerns. Dont Engage in Office Gossip Every office has its own politics, with in groups, out groups, and cliques. Dont get manage, will suffer. Treat each employee equally, and dont Judge performance based upon how much you or someone else likes a particular employee. Dont Be a Pushover Its true that some of the worst bosses are Just blatantly mean, but being a pushover can be equally problematic. If youre afraid of confrontation, your employees dont have a chance to get meaningful feedback and improve at their Jobs. Work to straddle the line between being a pushover and a bully, and instead be assertive but kind. Your employees will be grateful for your combination of assertiveness and friendliness. 0 QUALITIES A SUPERVISOR SHOULD HAVE The 10 main qualities required are: 1 . Great communication skills: As a supervisor one must communicate clearly and correctly to avoid misunderstandings and frustrations. When receiving information from a subordinate, she should be sure to receive it correctly There is no harm in asking again if necessary. 2. Adapt to the changes: World is changing at a fast pace. The efficient supervisors ought to keep up with it. Do not Just blindly follow the age old norms and rules. Think out of the box if required. Adjust to the needs of the organization. 3. Value the employees: The people are any supervisors real asset. They are ones running the business and the work. A good supervisor understands their worth and treats them accordingly. 4. A coacher/mentor: Share your experience. A good supervisor shares her wisdom, knowledge and experience with the employees. She helps them perform better. This also strengthens the bond and the trust between them. 5. Disciplined: If a supervisor is disciplined then only can she expect the people to be so. The boss is an example Come on time, meet the time- lines, set a behavioral code if necessary. 6. Feedback/incentives: Promotions, feedback, raises and accolades should be showered on the deserving people. 7. Be an example: Be hands on Do not Just always delegate. At times the boss should take on projects too. She may try picking up something less attractive or uninteresting and complete it wonderfully. This sets an example to all the team about taking up challenges and about how any work is important. . Be approachable: The employees should not hesitate in approaching the supervisor with their concerns and problems. An efficient supervisor will make sure that there is enough trust and openness teeny her and the employees for the latter to come to her with their grievances. 9. Be considerate: People are not Just employees. They have families, friends and a life beyond work. Unless there is som ething urgent, do not make them work beyond the usual hours. Let them have their weekends and vacations. Be practical when setting the time-lines. This all will in turn improve the efficiency and the productivity of the employees. 10. Positive attitude: Be polite. Wish employees good mornings and be generous in thanking them. Inquire after about their families off and on. 11. Criticize instructively: When mistakes happen a good supervisor tries and understands the reasons behind the mishap. She criticizes or assesses the employee in proportion to the mistake. And it is always better to not to scream or scold in front of the others. Give constructive feedback; show them the right way to do things. . Equally important is understanding and incorporating employee feedback. A good supervisor interacts effectively with her employees, maintaining open lines of communication to ensure she stays informed bout project progress and brewing problems. Empathy If you cant place yourself in your employees shoes, you cant lead them effectively. For example, a parent might not be able to work overtime, or an employee going through a hard time might need temporary special considerations. Be as accommodating as possible in the face of genuine need, and your employees will be loyal in return. Ability to Delegate A good supervisor excels in delegating tasks to those employees best-equipped to handle them. Proper delegation streamlines a project, ensuring efficiency and maximizing profitability. Poor delegation, on the other hand, compromises a project. For example, if you delegate a vital task to an inexperienced employee, the whole project can slow. Worse, you might have to backtrack to fix errors, an inefficient use of time and resources. Flexibility No single approach to management works in every situation. Rather, a good supervisor chooses tactics based on the situation. For example, as a deadline nears, you might adopt a hard-line approach to ensure the work gets done. But your employees cant operate at full-speed perpetually, so adopt a more relaxed approach during downtime between projects. This gives employees time to recover their strength. Confidence Your employees look to you for inspiration. If you seem wish-washy or fearful, theyll assume you dont know what youre doing. That insecurity will create a negative workplace atmosphere, stifling productivity. But if you display confidence and positivist, your employees will be secure in your skills as a leader. Humility While a confident and positive outlook is important, not every decision you make will work out well. When a project fails or a choice backfires, accept responsibility and learn from the mistake. Dont blame your employees for problems that resulted from your mistakes. (1) Tame yourself You have to begin by understanding your personality and taming it. If you are too quiet, you will need to work on becoming more outgoing and decisive. If you are too decisive, to the point where you scare people, you will need to work on toning yourself down. You want to become a thoughtful, considerate leader who knows where you are going and is able to communicate that properly to the team. (2) Have a goal If you dont know where you are going, you will never arrive, and no one will be able to follow you. Your goal can e as simple as providing every customer with the best service or no injuries, no deaths on the Job or make a profit. (3) Have a clear, simple message You must be able to convey your goal in a sound bite. People can understand and retain clear, simple messages. You have to be able to repeat the message at meetings, in newsletters and in general conversations. If your people know the message, they will be able to follow. (4) Look and act like a leader People have a much easier time following someone who looks as they should. Your cl othes should be clean and pressed. Your shoes should be polished. You should walk with confidence. (5) Be trustworthy People wont follow you if they dont trust you. You must be ethical and People dont trust people who say one thing at a meeting, and then say or do something different outside of the meeting. (6) Care about your people You cant supervise people if you dont like them. You shouldnt become best friends with your staff, but you should know them and know what their problems are. Because you care, you should attend their weddings, and the funerals of their close family members. Because you are their leader, you should not attend more personal unctions, such as their birthday parties. You need to keep yourself concerned with your staff, but not intimately involved with them. If you are really not a people person, consider another, non-managerial position in your organization. Ruth Hag (wry. Managerial. Com) is the President and CEO of Hag Environmental Company, a hazardous waste consulting firm. Ruth is also a business management consultant. She trains supervisors to identify their shortcomings and tame them, while creating management systems that focus on their employees rather than themselves. She is also the author of several books, including a four-book series on supervisory management which includes Taming Your Inner Supervisor, Day to Day Supervising, Hiring and Firing and Why Projects Fail. She and her partner, Bob Hag, host the weekly radio show Manage Living, which can be heard on-demand on her site. 5 most important skills to become an effective supervisor 1 . Delegation skills: This is one of the most important supervisory skills and requires logical rules and technique for proper assignment. Effective delegation saves time, develops people, motivates the team and increases the production. Poor delegation will result in frustration, De-motivation and creates confusion among the sub- ordinates. The delegated task must be specific, measurable, realistic, agreed, time bound, ethical and recorded. 2. Interpersonal Skills: Employers appreciate supervisors who get along with people at all levels and so they hire supervisors with good interpersonal skills like communication, problem solving skills and team building skills. Interpersonal skill helps to build a trust between you and the sub- ordinates and thus able to work harmoniously and efficiently. 3. Performance valuation skills: Evaluation of employee performance is one of the most challenging aspects of a supervisors Job. This evaluation improves employees Job satisfaction and morale by letting him/her know that the supervisor is interested in their Job progress and personal development. This serves as systematic guide in planning employees further training, assist in determining special talents, skills and capabilities. PEP also provides an opportunity for employees to discuss Job problems and interests. 4. Training Skills: It is a supervisors Job to identify and impart training to the employees on regular basis. It helps in increasing the Job knowledge and skills of the employees and thus expand the overall personality of the employee to achieve individual goal and organization goals. 5. Decision making skill: This is an important skill required for a supervisor in order to complete their Job responsibilities. Best way is to solve problems by selecting one course of action from several possible alternatives where the positive outcome can outweigh possible losses. Avoiding decision may be easier; however, making own decision and accepting the consequences is the best way to stay control of your time and success.

Genetically Modified Organisms Assignment Example | Topics and Well Written Essays - 1000 words

Genetically Modified Organisms - Assignment Example From the report it is clear that genetic engineering of plants and animal usually involve the modification of genes and DNA of organisms so that they can have more desirable characteristics. The process usually involvesvarious stages. The genetic engineers usually get the desired genes from the genomes of the organisms that are supposed to act as donors. The desired genes are then introduced to the organism that is supposed to be genetically modified. Only the desired genes are always transferred to the genome of the organism that is supposed to undergo genetic modification. The resulting organism is usually very different from the original organisms. According to the discussion findings there are a number of foods that are available in the supermarkets that contain genetically modified organisms. These products include cheese, soya beans oil, corn syrup, bread, snacks, squash, papayas, sugar beet, sweet pepper, polish canola, and petunia. All these foods have been modified with the aim of making them more beneficial to the lives of human beings. There are high numbers of products that contain genetically modified organisms in the market and it would be hard for a person to completely ignore the consumption of such products. Safety of consumption of foods that contain genetically modified organism is something that has been debatable for a long time. Despite the fact that people have always been constantly assured of the safety of GMO products, the uncertainty of the safety of consumption of these products have never been eliminated.

The potential benefits for supply chain management by utilizing AHP Dissertation

The potential benefits for supply chain management by utilizing AHP for supplier selection - Dissertation Example 1993). Under such circumstances, the purchasing department plays an important role in cost reduction, of which supplier selection is an important part. To illustrate, an issue has been brought up in the case study. Leading companies need to maintain their position in market; however, cost of production constitutes the problem of company expanding or technology innovation. Supplier selection is a multi-criteria problem which includes both quantitative and qualitative factors. (Ghodsypour, S. H.,1996). The companies that still continue with the traditional method of supplier selection may lose competitiveness. Acknowledgement First and foremost, I would like to show my deepest gratitude to my supervisor, Dr. Louis Knight, a respectable, responsible and resourceful scholar, who has provided me with valuable guidance in every stage of the writing of this thesis. Without her enlightening instruction, impressive kindness and patience, I could not have completed my thesis. I shall extend my thanks to Felix, Li for all his kindness and help. I would also like to thank all my teachers who have helped me to develop the fundamental and essential academic competence. My sincere appreciation also goes to Mary, Liu, for doing the English typographic and corrections. Dr. Louis Knight, Aston University, Engineering and Applied Science. L.KNIGHT2@aston.ac.uk Felix Li, University of Warwick, Statistics department. felixli@hotmail.ac.uk Mary Liu, Olympia Education Service LTD. lyqlyq1688@hotmail.com Contents Abstract 3 Acknowledgement 4 Table of Figures 7 Photo credit: 7 List of Tables 8 Chapter 1: Introduction 9 1.1 Introduction 9 1.2 Background 3 Chapter 2:Literature review 4 2.1 Supplier selection in SCM 4 2.1.1 Benefits of supply chain management 4 2.1.2 Responsibilities of the purchasing department 5 2.1.3 Supplier selection: Criteria affect choosing suppliers in supply chain management 8 2.1.4 Supplier performance of Tsingtao Company 10 2.2 Analytical Hierarchal Process 11 2.2.1 Analytic Hierarchy Process - Concept 11 2.2.2 AHP in supplier selection 12 Chapter 3:Methodology 13 3.1 Research objective 13 3.2 Research design 13 3.3 Data collection 13 3.4 Research method 17 3.4.1 Case study (why & how) 17 3.4.2 Analytic Hierarchy Process (AHP) 19 Chapter 4:Findings 21 4.1Characteristics of purchasing supply chain in beer industry 21 4.2 Supplier selection using AHP analysis 27 4.2.1 Building the supplier evaluation criteria system 27 4.2.2 Building judgment matrix 27 4.2.3 Defining first-level criteria weights 28 1.Calculating maximum eigenvalue of the judging matrix 29 2.B is the judgment matrix B= (b) nn 29 3.Calculate consistency test 29 4.From the table of average and random consistency criteria, it can find the necessary average and random consistency criteria RI. 29 Chapter 5:Main Findings and discussion 33 5.1 Findings 33 5.2 Discussion 35 5.2.1 35 5.2.2 Sensitivity analysis 35 Chapter 6:Conclusion 36 36 Reference 37 Appendixes 42 Table of Figures Figure 1: Current method of supplier selection 15 Figure 2: Agenda of having suppliers 16 Figure 3: Definition of terms 16 Figure 4: Criteria for supplier elevation 27 Photo credit: Cover page: http://thenextwavefutures.files.wordpress.com/2007/09/shipping_containers.jpg List of Tables Table 1: Supplier evaluation

What do visual hallucinations tell us about the nature of consciousness Essay Example for Free

What do visual hallucinations tell us about the nature of consciousness Essay The term ‘hallucination’ is difficult to define. There is a fine line between a ‘hallucination’ and an ‘illusion’. A hallucination differs from an illusion in that illusions are a product of misinterpretations of external stimuli whereas hallucinations need no such requirement making them an entirely internal process. A true hallucination can also be distinguished from a pseudo-hallucination in which the individual can recognise that what they’re seeing or hearing is not real. Hallucinations are also different from voluntary mental imagery, in that the thought has not uncontrollably forced itself onto our minds. Slade and Bentall (1988, cited in Blackmore, 2010) provided a working definition of a hallucination: â€Å"Any percept-like experience which (a) occurs in the absence of an appropriate stimulus, (b) has the full force or impact of the corresponding actual (real) perception, and (c) is not amenable to direct and voluntary control by the experiencer.† Hallucinations are frequently associated with schizophrenia. In result, those who hallucinate hesitate to come forward due to fear of being labeled crazy. The Society for Psychical Research’s ‘Census of Hallucinations’ is one of the first attempts to study hallucinations in the general population. 1684 people from 17,000 said they had previously suffered from a hallucination. It was found that visual hallucinations were more common than auditory hallucinations, and hallucinations where generally more common in females, with the most common type being a vision of a person (Blackmore, 2010). One general model of hallucinations is the ‘neurophysiological dissociation’ theory proposed by Marrazzi (1962, as cited in Slade 1976). He found that LSD produced inhibition of the association areas without affecting the primary visual cortex. He proposed that hallucinogenic drugs have their effect by producing a functional dissociation between the receiving cortex and the association areas. This loss of control of the latter over the former is responsible for the hallucinatory experience. A similar theory to Marrazzi is the ‘perceptual release’ theory, which was first proposed by Hughlings Jackson who believed that hallucinations were a result of loss of control of one area of the brain over the rest. More generally, he argues  that memories and internally generated images are naturally inhibited by information from the senses, and so such information is released when the sensory input is disrupted. Such a process tends to happen to people who indulge in sensory deprivation tanks, or to blind or deaf people. West (1962, as cited in Slade 1976) further developed the perceptual release theory to account for a whole range of percept like experiences, including hallucinations. The central beliefs of West’s theory is first, percept-like experiences are based on neural traces, templates, or engrams which are the permanent record of memories in the brain, secondly these templates/engrams are woven into the basic material of fantasies, dreams and hallucinations, and lastly, this reorganised experience is prevented from emerging into consciousness by the presence of external sensory input. The release of the reorganised experience can occur when there is sufficient arousal to permit awareness, combined with impairment of a sensory input. The perceptual release theory differs from Marrazzi’s theory in two main ways. Firstly, perceptual release theory, in placing arousal level as a central concept, assumes that subcortical structures play an important role, whereas Marrazzi’s t heory limits the area of dysfunction to structures within the cortex itself. Secondly, the perceptual release theory emphasises the disequilibrium between external sensory input and internal input from within, whereas Marrazzi does not (Slade, 1976). The perceptual release theory places strong emphasis on external sensory input, which has been supported through research demonstrating that interruption of the senses induces hallucinatory experiences. The best way to induce hallucinations, or where they occur the most, is through sensory deprivation. Charles Bonnet Syndrome (CBS) is a common condition among people who have lost their sight in which they suffer visual hallucinations. Many studies have looked at the syndrome in order to provide a better understanding of visual hallucinations. One study exhibited a 64-year-old blind woman suffering from complex visual hallucinations (McNamara, Heros, Boller, 1982). It was found that neurosurgical removal of a large suprasellar meningioma helped remove her hallucinatory experiences. Such a case study provides evidence that hallucinations are related to both a  sensory deprivation and an impairment in CNS functioning. Another study claimed that, through looking at patients suffering f rom CBS, the hallucinations were due to an interruption in the visual association areas of the cerebral cortex. The researchers suggested that hallucinatory experiences could terminate on improving visual function or addressing social isolation (Menon, Rahman, Menon, Dutton, 2003). Deprivation of hearing can also induce hallucinations. Sometimes the deaf hear hallucinated sounds – they may even hear whole orchestras playing. Various case studies have demonstrated such a claim. Miller and Crosby (1979) found an 89-year-old woman experiencing the onset of musical hallucinations with longstanding progressive hearing loss. These hallucinations were well-formed perceptions of religious hymns and were nearly constant. Another study of a 52-year-old man proposed that the cause of musical hallucinations where due to progressive hearing loss and a result of sensory deprivation (Raghuram, Keshacan, Channabsavanna, 1980). Berrios (1990), through looking at a sample of 46 subjects experiencing musical hallucination, concluded that musical hallucinations were more common in females, and age and deafness seemed to play an important role in their development. Studies looking at CBS or hearing loss are consistent with the claim that hallucinations can occur as a result of an interruption in sensory input. However, studies have also addressed possible consistencies between hallucinations. There is no limit to the variety of hallucinations, although some common features have been identified suggesting a consistency that reflects underlying sensory processes. Such common features include spirals, concentric patterns, wavy lines, and bright colours. These similarities were investigated through studying the effects of mescaline, a hallucinogenic drug (Kluver 1926, as cited in Blackmore, 2010). It was found that brightly coloured images occurred, with a tendency to take on four forms. The first was gratings and lattices, the second was tunnels, funnels and cones, the third was spirals, and the fourth was cobwebs. These forms seem to be evident in hallucinations caused by drugs, fever, and more. The reason for such consistency lies within the map ping between patterns of the retina and  the columnar organisation of the primary visual cortex. Concentric circles from the retina are mapped into parallel lines in the visual cortex, with spirals, tunnels, lattices and cobwebs mapping onto lines in different directions. Inhibition is the cause of lines of activation in the visual cortex, and hallucinogenic drugs, lack of oxygen, certain diseases all affect inhibitory cells causing an excess of activity that can spread. In result, such consistent hallucinations occur similar to that of the four forms (Blackmore, 2010). However, there are also complex visual hallucinations in which the individual suffering from CBS/schizophrenia could see more concrete images such as monsters. In conclusion, research into hallucinations has provided a better understanding of the nature of conscious perception. Hallucinations have provided an interesting test case for theories on the mechanisms of conscious perception. In result the conscious experience without a stimulus provides a very useful case for consciousness research. Studying hallucinations is therefore extremely beneficial, as it has helped provide a window into imagery, imagination, and mental representation. References Berrios, G.E. (1990) Musical hallucinations, A historical and clinical study. BJP, 156, 188-194 Blackmore, S. (2010). Consciousness. An Introduction (2nd edition). Hodder Arnold. Hammeke, T.A. McQuillen, M.P. Cohen, B.A. (1983) Musical Hallucinations associated with acquired deafness. J Neurol Neurosurg Psychiatry, 46, 570-572 McNamara, M.E. Heros, R.C. Boller, F. (1982) Visual hallucinations in blindness: The Charles bonnet syndrome. International Journal of Neuroscience, 17, 13-15 Menon, G.J. Rahman, I. Menon, S.J. Dutton, G.N. (2003) Complex Visual Hallucinations in the Visually Impaired: The Charles Bonnet Syndrome. Survey of Ophthalmology, 48, 58-72 Miller, T.C. Crosby, T.W. (1979) Musical hallucinations in a deaf elderly patient. Annals of Neurology, 5, 301-302 Raghuram, R. Keshavan, M.D. Channabasavanna, S.M. (1980). Musical Hallucinations in a deaf middle-aged patient. Journal of Clinical Psychiatry, 41, 357. Santhouse, A.M. Howard, R.J. Ffytche, D.H. (2000). Visual hallucinatory syndromes and the visual brain. Brain, 123, 2055-2064 Slade, P. (1976) Hallucinations. Psychological Medicine, 6, 7-13

The Influence, And Views Of Netanyahu On The Middle East Peace Plan :: essays research papers

The Influence, and Views of Netanyahu On The Middle East Peace Plan The middle east has many problems trying to achieve peace between Israel and the Palestinians. The peace process started about four years ago with the Middle East countries. Through the process many people have had major influence on it. One person who might have one of the greatest influences of the peace agreement is Israeli Prime Minster Benjamin Netanyahu. The peace agreement is the biggest topic in the Middle East and he is at the head of one end. At the other end is another strong figure. The leader of the PLO (Palestinian Liberation Organization) is Yasir Arafat. In this report I will explain Benjamin Netanyahu's position in Israel and how he has affected the peace plan. I will tell about his views on what is going on. Benjamin Netanyahu lived in the United States for a few years. Netanyahu was a graduate of M.I.T. in 1975. Then he claimed duel citizenship with the United States and Israel. Netanyahu did so because his mother was born in the United States. He was a well-paid analyst with the Boston Consulting group. He left working there and went back to Israel in 1978. When he went back to Israel, he was there for about six years when he became the embassador to the united states for Israel. Later when he was an Israeli diplomat he renounced his American citizenship. In 1996 he became the Prime Minister of Israel. He now has the most influence from the Israeli side of things. Benjamin Netanyahu has done many interviews and addresses with the American people. One such interview he did to express his views was with Time Magazine. Time asked him if he were a Palestinian, how he would regard toward Netanyahu? He replies, "If I read the controlled Palestinian media, I would think that, as they call me, I am worse than Hitler."(Beyer, 1996, p.38) They then asked him if a Palestinian could see you for what you really are what they would see. He replied to that by saying, "I think they would regard me as a person who believes deeply in the necessity of peace and that we don't have an anther partner other than the Palestinian Authority. I think that any Palestinian mother reading this should understand that I am as deeply conscious of her pain of losing her child as I am of a Jewish mothers."(Beyer, 1996, p.38) Netanyahu goes on telling Time that he does not hate the man Arafat, but the two represent different perspectives and interests.

Key Concepts of Creativity and Innovation Worksheet

Key Concepts of Creativity and Innovation  Worksheet University of Phoenix Sara Garski October 10, 2011 Key Concepts of Creativity and Innovation Worksheet |Concept |Application of concept in scenario |Citation of concept |Personal experience in your | |(Identify at least five concepts)| |in reading |organization | | |Best Snacks has been one of the leading companies |Jones, G. (2004). |In my organization the employees| |Exploitation |in their industry for several years. The company |Organizational |are always learning. Within my | | |has become |Theory, Design, and |team we are | | |complacent which has caused them to barely hold |Change. Upper Saddle|Encouraged to come up with new | | |the number two position. In order to remain and |River, New Jersey: |ways that will make the team and| | |gain back that competitive advantage, Best Snacks |Prentice-Hall. the company better as a whole. | | |must look at new ways of doing various activities | |One of my teammates | | |within the company. Exploitation is defined as, | |Came up with an idea | | |organizational | |To add to one of our | | |members learning of ways to refine and improve | |Current systems. After | | |existing organizational procedures (Jones 2004. | |The idea had went | | |Pg. 376). With the new CEO, Elizabeth Fairchild, | |Through the proper | | |joining the Company, she is determined to see why | |Channels, it was | | |Best Snacks is failing after being successful for | |Implemented. Although adding a | | |many years. She plans on working with vice | |Extra component to | | |president, Sabrina McKay, to help the company come| |An existing system, took awhile,| | |up with new and innovative procedures, that will | |it was worth the wait, | | |eventually | |Because it saved the | | |place Best Snacks back in the leading position. |Company money in | | | | |The long run. | | |Best Snacks has always promoted from within in the|Davila, T. , Epstein,|A radical Innovation in My | | |past. They have decided to do something different |M. , & Shelton, R. |organization | | |by bringing in a new CEO from outside with a |(2006). Making |Back in June of 2010. The | |Radical Innovation |different background. The new CEO, Elizabeth, |Innovation Work: How|company added | | |plans to have a new cultural change |To Manage It, |A regional office in the | | |program designed to increase |measure It, And |Franklin, TN area. The reason | | |employees’ creative thinking skills (Scenario 1). |Profit From It. |for the new Office was to assist| | |Elizabeth wants to see these changes made and |Upper Saddle River, |The abundance of Customers | | |results within one year. These changes are |New Jersey: Wharton |within the Middle Tennessee | | |considered radical innovation, |School Publishing. Area. The company | | |because is setting the bar for new | |Has continuously | | |changes within the company. Normally Radical | |Growed in a small | | |Innovations are set by a company within | |Amount of time. In the TN office| | |the industry, but Elizabeth, first wants to | |we have | | |accomplish | |Been able to meet | | |these changes from | |Goals, create more | | |within, then introduce the new | |Effiecent procedures, and handle| | |changes to competitors. |operations | | | | |That other offices | | | | |Have not been able to. | | |Best Snacks maintained a |Davila, T. Epstein,|My organization | |Business Model |successful Business Modal for |M. , & Shelton, R. |Changed its Business | | |many years, which contributed |(2006). Making |Model, to better serve | |Change |to their success. With |Innovation Work: How|It customers. They | | |competition steadily increasing, Best Snacks will |To Manage It, |Designed the Model | | |have to |measure It, And |Around their new face and | | |re-introduce and |Profit From It. |slogan, â€Å"Long Term Smart. † This | | |revamp their business model in |Upper Saddle River, |Simply is ensuring that | | |order to compete in the industry. New Jersey: Wharton |Customers get the rights | | |The company has went outside it’s Normal practice |School Publishing. |products for | | |and | |Them and their families. The | | |brought in a New CEO to put a different | |modal is | | |Perspective and spin on things. The CEO plans to | |Meant for consumers | | |show results within the company in 12 months. | |To think long term | | | | |Which will benefit them more in | | | | |the | | | | |Future rather than now. | | | | | | |Products and Services are the main part of any |Davila, T. , Epstein,|My organization | | |organization. Companies have to not only |M. , & Shelton, R. |offers many different | | |make sure that they are offering |(2006). Making |products and services | |Product and Service Offerings |products and services that the |Innovation Work: How|from life insurance to | | |consumers want. Companies |To Manage It, |annuities. The | | |have to ensure they are |measure It, And |company ensures that | | |constantly creating or offering |Profit From It. they have the | | |the newest products. In most |Upper Saddle River, |products that | | |instances consumers have |New Jersey: Wharton |consumers want. | | |been conditioned to expect |School Publishing. |Our agents go through | | |product innovation to such an | |extensive training | | |extent now it is ommon for | |to be able to provide | | |people to time their purchases | |and sell individuals | | |(Davila, Epstein, & Shelton 2006 | |products that are right for | | |Pg. 35). Best Snacks have | |them. If a certain | | |not been offering many products | |product is not | | |or service to consumers over the past couple of | |performing well, the | | |years. They have lost the customer loyalty base | |company evaluates it | | |and a huge part of the market. |and decides if it is | | |The old saying goes, â€Å"If you | |the best interest to | | |don’t do it, someone else will. † | |pull the product and | | |Best Snacks, needs to apply that | |offer a different one. | |same concept to their business. | | | | |Their competition is growing | | | | |fast and taking the customers | | | | |that once was committed to Best Snacks. | | | |Best Snack’s is faced with a |Jones, G. (2004). |In my organization, | |Organizational |serious problem of lack of |Organizational |Because of industry | | |creative thinking and new |Theory, Design, and |Decisions have to be | |Decision Making |innovation. Organizational |Change. Upper Saddle|Made in a timely | | |Decision Making is defined as |River, New Jersey: |Manner depending | | |the process of responding |Prentice-Hall. |On the problem. | |to a problem by searching for | |Sometimes decisions | | |and selecting a solution or | |Are made at the | | |course of action that will create value for | |higher level, | | |organizational | |whereas other | | |stakeholders (Jones 2004. Pg. | |decisions can be | | |368). Hopefully the new plan | |made by managers | | |that Sabrina will initiate to the | |Or even employees. I Personally | | |Staff will help the company get back on track. The| |had a | | |employees | |customer upset | | |have become complacent | |because of a certain | | |because the company has done | |process that was in | | |well for many years. In order for best Snacks to | |place and because she was going | | |gain their market | |to | | |share back they will have to | |another country, | | |change. The stakeholders have | |would create a | | |become apprehensive of Best | |problem for her. I made the | | |Snacks ability to perform and | |decision to | | |stay competitive. The new | |override this | | |changes and decision, will | |process As a | | |hopefully show the stakeholders | |courtesy. Once I | | |that the company is still capable | |was finished | | |of being on top. |handling the issue, I told my | | | | |Manager | | | | |what I had | | | | |done and she was | | | | |happy that I went ahead and done| | | | |that, verses causing | | | | |the customer to | | | | |escalate the | | | | |situation Further. |

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