¶ … paired with a team of four. They were not just any team of four but a dynamic group, filled with such dedication, passion and zeal to come to work on time, and unleash any fresh ideas to finish the project. Our team got along and there was not one person that did not throw upon themselves to go the extra mile. In week one, we were given our assignments and then in week two I was placed with my group and as mentioned earlier, there were four. However, within the group, we all had various tasks given to us and mine was the Sofa Hotel. This was beneficial to the team because I personally know the company and I have contact with those that work in the organization.
In my experience with doing research on this hotel, I learned a lot just individually. For example, I found out that the Sofa Hotel in Istanbul offers luxury hotel, residence and restaurant services. I was also able to discover that most employees at the hotel carry out fairly menial tasks, but nonetheless, they need to remain professional, kind and service minded at all times. Define group and describe the stages of group development
As talked about before, the group behavior was fantastic. Everyone worked hard and pulled their own weight which made my job so much easier. People came to the table with ideas that were good and actually worked. It was not about everybody wanted to be a chief. In fact, we all listened to each other before moving forward. Our group was turned into an effective team because we learned how to respect each other's opinion. When a person was talking, the others listened and we all were respectful. This team understood from the start that communication was key. All of this was easy because of the lessons that we learned about teams. Around week three, we learned about motivation of the employees and the role of leadership in this area. As a group all of us made the decision to follow up on a company that we wanted to compare with Blenheim palace. The goal was to see if we had any kind contacts in HR of some other companies which we were able to compare with Blenheim palace's HR system. Then everyone in our group had numerous and dissimilar ideas. Later on, we started contacting and emailing our contacts so that we could get some kind of a response from them in a timely manner. Going forward, we came to the conclusion to meet every week among our discourses and meetings in order to chat about our progress. Every time we did this we were able to put our heads together and come up with other ideas for the project. In week five, it was all about learning different leadership Styles, the obligations of a Manager and What Managers do. A vivid...
Progress Career Planning Institute Strategic Analysis Strategy Formulation Analysis of Mission & Vision Vision Values Services Portfolio External Factor Evaluation Matrix Porter's 5-Forces Analysis Bargaining Power of Suppliers -- Medium Bargaining Power of Buyers -- High Threat of New Entrants - High Competitive Rivalry -- Medium Threat of Substitutes -- High Internal Factors SWOT Matrix Strengths Weaknesses Opportunities Threats BCG Matrix Strategy Implementation Draft Measurable Objectives Organizational Structure Proposed Objectives Strategy Justification Product Positioning Map Strategy Evaluation Balanced Score Card Categories Financial Perspective Customer Perspective Internal Perspective Learning and Growth Conclusions Works Cited Executive Summary The company being analyzed is known as PCPI, Progress Career
starting the personal journal I found it hard, but after writing the journal entries for the past 8 weeks I have learned a lot, and I found myself to have a better understanding of the curriculum than I did before starting the unit. Before I began the unit I would have had trouble even saying or spelling curriculum properly, and it was not something I thought about very much.
Creating Organizational Value through the Integration of Information Technology: A Management Perspective Change Management and the Construction of a Receptive Organization Transformational and Participative Leadership A Decentralized Organizational Culture Effective Utilization of Resources Simulations Performance Monitoring Systems Risk Management and Support Strategies When considering the ever-changing and highly competitive global landscape of business today, firms must stay at the cutting edge of their respective fields in order to sustain profitability in the long-term. With the current exponential growth
Fifth Discipline: The Art and Practice of the Learning Organization The following will be a review of a book known as The Fifth Discipline: The Art and Practice of the Learning Organization by Peter M. Senge. It is a book that describes how a company can become successful by adapting learning organization practices. In the long run the book explains that one has to learn faster than the competition in order
…Occupational Stress and Scientific MonitoringLiterature Review2.1 IntroductionThe definition of the term �occupational stress� is derived from the definition of its two constituent words. In this context, occupational refers to anything that is related to the workplace while stress is defined as a natural body reaction from physical, mental or emotional strain in an individual. Thus, occupational stress can be defined as any mechanism by which the body attempts to adapt
Conceptually, many agree as to what constitutes a servant leader, although many variations of these characteristics can be found in the literature. The terms "servant" and "leader" may seem contradictory, which is one of the greatest barriers to operationalizing the concept of the servant leader in modern organizations. The following will examine key literature regarding the ability to operationalize the concept of the servant leader. What Distinguishes the Servant Leader? The
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