While it is important to recognize your weaknesses, what you are not good at doing; it is far more effective to focus on your strengths, what you do more naturally and excellently. Businesses and organizations will have outstanding results when each individual's strengths are recognized and roles assigned based on their talents and not only their knowledge and skill. Connect with your willingness to identify your own strengths and/ or your team members' strengths and make necessary changes. Assess what results you have been experiencing. Determine if you wish to do informal self assessments or invest in professional assistance for the assessment.
Lastly, the Performing stage is focused on solving any problems that arise. This stage is critical for getting the project done on time and completing the goal. Our team had a few problems toward the end. One problem that aro... ... middle of paper ... ... we used two of them. The first, Collaborative is “Trying to find a solution in which the needs of both or all parties are completely met.” Secondly, Compromise definition is “Trying to find a middle position in which all parties give a little to gain something.” Through these two strategies the conflicts turned out to be a positive addition.
Lastly, continuous training and learning is the most rewarding investment in the journey to quality excellence. Unlike traditional organizations, TQM requires education, training and career development; which will lead to better knowledge, skills, performance, and most importantly better coordination. According to Parumasur and Govender (2013), there is a strong relation between continuous training and learning and the overall performance of teams within... ... middle of paper ... ...needs and help facing various difficulties. However, no magical recipe is proven successful. Six sigma, for example, can help lower risk-taking while benchmarking enhance execution of procedures to ensure excellence.
In “Do What You Love? #@&** That!” by Jeff Haden, he explains how telling people to do what they love in their career is advice that is disastrous. Haden tells his readers that “That advice has probably resulted in more failed businesses than all the recessions combined…because that’s not how the vast majority of people end up owning successful businesses” (qtd. in Haden 463). Haden also mentions that to feel a real sense of passion you have to produce something important, gain respect for it, and feel control over your life (Haden 463).
I’d like to to propose a new definition of success that isn’t about landing a job; it’s about believing that the job you will do is the job you should be doing. In other words, success must come from you, and the support—whether from family, professors, or career counselors—is what will help you to get there. There are some difficult steps along the way, the first of which is to know thyself. You might not be visiting the oracle at Delphi, even though having your future told might be nice in an age of endless options. As entrepreneur Bo Bennett explains: “Success is not what you have, but who you are.” Who am I?
Conclusion The SWOT analysis is a common and effective tool if used properly. Performing the analysis is beneficial for one’s knowledge; however, to create buy-in the analysis should be performed within a group. Compared to many firms within Norco’s market it has a stronger foothold on information technology. Norco is known for superior service and technology is a major contributor. It must not become content with its information technology and continually innovate and implement new technologies.
Intrinsic and Extrinsic Rewards A rewards system can be very helpful when it comes to change management. People are naturally resistant to change, therefore any additional support can be useful to facilitate the change that is desired. While every manager hopes employees will embrace change, sometimes an extra motivator may be required and this is where rewards systems come into play. According to Wu (2014), motivation is the reason that drives someone to do something and a reward is what you get for doing something rather than the reason for doing it in the first place. When employees are motivated to work at higher levels of productivity, the organization as a whole runs more efficiently and is more effective at reaching its goals (study.com,
However, good leaders are willing to learn and discover new ideas recognizing their limitations and weaknesses. By recognizing the fact that leadership is not about knowing everything, it is about overcoming the obstacle and completing the task. Confident leaders can also be followers and take di... ... middle of paper ... ...nfronting inappropriate behavior or difficult situations. There is nothing wrong with leaving leadership to those who have the confidence to become leaders. The challenge of leadership is being able to respond to the diversity of today’s society.
Most organizations think that agile method would be a better option compares with waterfall model because it is more efficient and it has a better adaptability in reality. Although agile method has its advantages, agile method is not perfect. For example, agile method would be more suitable for a small project, but no a large project. It is because large project is often difficult to judge the efforts and the time require in a software develop cycle. (McCormick, 2012) The requirements of a project are always ke... ... middle of paper ... ...ient business knowledge to the agile team.
Eliciting requirements sounds like the easiest task in the world. Ask questions to users or the business and get the requirements. In the real world this process is one of the most difficult parts of the project. If the requirements are not fully understood, it will create issues in your analysis and decrease your chances of efficiency and success. If you can properly elecit, verify, and validate the requirements, you will lay the foundation for an effective project.