Any organization with hopes to have long-term operation must ensure they have functional and efficient risk management processes. These would go a long way at curtailing disasters as well as strategically protect critical assets of the company. The processes must assume their roles and ensure they run through-out the postulated lifespan of the organization (Haddow G. et.al. 2007, p.496). The processes should have the four phases of disaster management namely; Prevention or Mitigation, Preparedness, Response, Rehabilitation or Reconstruction.
Further the firm should form a Risk Recovery Steering Committee within the organisation. The committee would have representation from all sectors of the organization and would comprise of senior management as well as representation from the business. This would ensure business continuity needs are met as well as ensure there is support of the project from the entire organization from its onset. The committee should oversee the implementation of the risk management policies.
There is also need to re-evaluate the leadership skills used by the organization. The world as we know it today has embraced democracy in all its spheres. Despite the capitalistic notions in the world’s economy in the world today, most organizational leaders have to appreciate the fact that by having a democratic leadership improves the morale of the employees thus influencing their production to higher levels. The leadership of CoalBlack should thus make pragmatic shifts from its current state to one that does not emphasis on getting the job done but rather how best to have the job done. This would thus open the organization to dialogue between the management and the employees and thus improve their relationship ultimat...
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... hand leads to them not being able to steer the organization to positive change but rather add to its liability risks.
It is thus safe to say that CoalBlack is in dire need of a new management which has pragmatically different operational methods than the former. The new management would require my observation so as to make much needed amendments in the highlighted areas amongst others needing change.
References
Becker, G.S. (1964). Human capital. New York: Columbia University Press.
Haddow, G, Bullock, J., & Coppola, D.P. (2007). Introduction to Emergency Management,
Third Edition (Homeland Security Series) (p. 496). Butterworth-Heinemann. Retrieved from http://www.amazon.com/Introduction-Emergency-Management-Homeland-Security/dp/075068504X
Pearce, W., Littlejohn, S. (1997). Moral Conflict: When social worlds collide. Thousand Oaks,
CA, Sage Inc. pp.68.
 The purpose of this paper is to identify and contrast the different styles of leadership exhibited by two characters found in the 1949 movie Twelve O’Clock High starring Gregory Peck as General Savage, Army Air Forces general. Based on a true story, Twelve O’Clock High is a inspirational account of the highly dangerous precision daylight bombing missions carried out by US Army Air Force’s 918th Bomber Group in England during the last part of World War II. In the beginning of the movie the squadron is commanded by general Davenport. It is very clear that General Davenport’s main concern is the wellbeing of his men. He obviously had developed close interpersonal relationships. The men of the squadron were completely devoted towards Davenport and they trusted any decision that he would make. General Davenport’s affection for his men comes to interfere with his ability to lead them. The squadron suffers heavy losses to planes and heavier losses to soldiers. One instance that clearly demonstrates Davenport’s incapability to uphold his responsibilities as the leader is when he jeopardizes the well being of the entire squadron by ignoring protocol and flying out of formation in the attempt to save one plane. When it becomes apparent to Davenport’s superiors that his emotional feelings have become an obstacle to his effectively leading the squadron they relieve him. General Savage who is ordered to take over the underachieving bomber group experiencing heavy losses because of poor technique and lack of focus. Savage takes a kind of tough love approach, holding his men to the highest standards. Savage makes the point that the ultimate objection of the squadron is to successfully complete the assigned missions. Throughout the movie Savage constantly makes it absolutely clear to the squadron that no one individual’s wellbeing will be placed ahead of the entire team and the success of the team. Initially the changing of the preceding General dispirits the squadron. They felt that General Savage was uncompassionate considering the men as nothing more then numbers that were dispensable at his convenience. After several missions that were marked by a remarkable turnaround in success the man eventually come...
In a firm, management and leadership are important and needed. Leadership and management are similar. Actually, leadership and management are totally different. The leadership would influence the firm. The leader would have difference leadership styles to lead the subordinate.
In this section of the paper, I will discuss current relevant literary articles that are related to ineffective leader skills, effective leadership skills, and inadequate communication skills. These scholarly references will show how others are dealing with the issues of ineffective leadership skill. It will also illustrate what can be done to improve poor leadership behavior. By reviewing these references, I will be able to help my organization become more successful.
...certain risks and use that knowledge to make solid comprehensive management decisions. These decisions are designed to create a long-term plan that provides solid strategies for preventing and mitigating risk. The risk management also provides Department of homeland security and its partner’s resources and training to educate and prepare members on federal, state, local, tribal and territorial levels to prepare for disaster. Unfortunately, it impossible for our government to completely eliminate risk, whether it is terrorism or man-made or natural disasters, however, with effective risk management, we can rest assure that the risk can be brought down acceptable level where the department of homeland security and their partners are adequately prepared and have the capabilities to handle that risk and lower the potential harm that it could cause the nation long term.
Leadership is the defining factor of a successful organization today. With the large number of companies in the world, there are just as many leadership styles. Understanding the different leadership styles is vital to the development of a management team as well as the organization. Matching the leadership style with the type needed for the organization in that point in time will impact the company in a positive manor. We can see examples of that in large corporations that will experience a shift in management when the level of production falls under a certain benchmark. The Blake Mouton Managerial Grid consists of five different leadership styles. The different styles outline the behaviours, traits, attitudes and focuses of the various leadership styles. The five styles are; Country Club, Impoverished, Middle of the Road, Team Leader, Produce or Perish leader. The model outlines how emphasizing on a particular area such as production could have negative repercussions onto another such as people. The grid is based on the idea that when the concern for both production and people are high, employee engagement and production will rise as well.
I first encountered the significance of leadership in the tenth grade. Berry College the largest campus in the U.S. was in search of school ambassadors to serve part in a seminar known as HOBY. To get chosen you had to write an essay describing your leadership roles, and at that moment I thought that I did not have any. I literally did not know what it meant to be a leader. I had to brainstorm till I remembered going through one of the most difficult times of my life. The lack of understanding the English language became one of my biggest obstacles, and even caused me to repeat a chapter of my life. However, I did not cease; I continued to fight and strove to help others who were susceptible of following my steps. I used my story as an example, and hoped that it would make a difference in someone else’s life.
According to Northouse 2010, Leadership is a process whereby an individual influences a group of individuals to achieve a common goal. By this definition, a leader is a person who rules or guides or inspires or influences others. A leader is someone other people are willing to follow, almost without question. A leader may not always make the right decision, but are confident in the decisions that they make. Leaders are not afraid to admit when they are wrong, they accepts responsibility and a leader know when to change direction when a wrong choice has been made. For, even after a few mistakes, a true leader will not lose the confidence of his or her followers; he will rally the followers to move together while creating opportunities for doing the right thing.
Originally presented in the 1964 article “A contingency model of leadership effectiveness”, Fred Fiedler’s Contingency Theory states that there is no one best managerial style effective for all situations. Rather, effective leadership is attained when leader style and situational forces or aligned. (Fiedler, 1964)
Throughout the course of a Master’s counseling program, moments of doubt, and a lack of working knowledge are bound to play a major role in the confidence a future counselor will posses in effectively implementing interventions early on in the instructional phase of his or her career. Corey (2010) states that an effective group leader, is able to become aware of their own vulnerabilities, and take responsibility in their responses. To become aware of a possible vulnerable area, a counselor must first take a concise look into their personal strengths and weakness, and then decide to actively seek out assistance with working on vulnerabilities. In exploring the roles of an effective group leader, I have realized that within the group process, I most fear the roles of a group leader that pertain to direct confrontation of a client, I also fear that the improper implementation of a intervention could lead to potential harm of the client. Attending to these fears I hold regarding group member confrontation, and intervention implementation is the key to gaining further understanding into how I can become comfortable with these essential functions of a group leader. The current paper will take a closer look into my vulnerabilities, using current research to gain insight into how I can overcome fears, when facilitating a task, psycho-educational, counseling, and psychotherapy group.
Disaster Recovery Planning is the critical factor that can prevent headaches or nightmares experienced by an organization in times of disaster. Having a disaster recovery plan marks the difference between organizations that can successfully manage crises with minimal cost, effort and with maximum speed, and those organizations that cannot. By having back-up plans, not only for equipment and network recovery, but also detailed disaster recovery plans that precisely outline what steps each person involved in recovery efforts should undertake, an organization can improve their recovery time and minimize the disrupted time for their normal business functions. Thus it is essential that disaster recovery plans are carefully laid out and carefully updated regularly. Part of the plan should include a system where regular training occurs for network engineers and managers. In the disaster recovery process extra attention should also be paid to training any new employees who will have a critical role in this function. Also, the plan should require having the appropriate people actually practice what they would do to help recover business function should a disaster occur. Some organizations find it helpful to do this on a quarterly or semi-annual basis so that the plan stays current with the organization’s needs.
The risk management process needs to be flexible. Given that, we operate in the challenging environment, the companies require the meaning for managing risk as well as continuous improvement in identifying new risks that will evolve and make allowances for those risks that are no longer existing.
Organizational culture is the key to organizational excellence and leadership is a function to create and manage culture (Chen 1992). Organizational researchers have become more aware of the importance of understanding and enhancing the cultural life of the institution. "This study is one of a group of companies with high-performance in North America, interest in organizational culture is an important element in organizational success. Tesluk et al (1997). Looking at the" soft "of the organization, the researchers claim that" the organizational culture may be suitable for a means to explore and understanding of life at work, and make them more humane and more pronounced (Tesluk et al, 1997), and the graves (1986) also stressed the importance of corporate culture, and the need for research strategies and methods of investigating the various elements and processes of the organizational culture. He argued the culture that meets the basic needs of belonging and security in an attempt to describe this gathering that culture is "the only thing that distinguishes one company from another gives them coherence and self-confidence and rationalises the lives of those who work for it. Standard that may seem random, is to enhance the life to be different, and safe to be similar, and culture is a concept that provides the means to achieve this compromise (p. 157).
...adership Practices in Relation to Productivity and Morale." In D. Cartwright and A. Zander, Group Dynamics: Research and Theory, 2nd ed. (Elmsford, NY: Row, Paterson, 1960)
Over the past decade, risk and uncertainty have increasingly become major issues which impact business activities. Many organizations are raising awareness to minimize the adverse consequences by implementing the process of Risk Management Framework which plays a significant role in mitigating almost all categories of risks. According to Ward (2005), the objective of risk management is to enhance a company’s performance. In particular, the importance of the framework is to assist top management in developing a sensible risk management strategy and program.
Risk mitigation is also the process of controlling actions, which are identified, and selecting the suitable ones to reduce risk according to project objectives (Pa, 2015). Risk mitigation is important in IT organizations in so many ways. According to Ahdieh, Hashemitaba, Ow (2012), mitigation of risk provides a mechanism for managers to handle risk effectively by providing the step wise execution of the risk handling (as cited in Pa, 2015, pg. 49). Some risks, once identified, can readily be eliminated or reduced. However, most risks are much more difficult to mitigate, particularly high-impact, low-probability risks. Therefore, risk mitigation and control need to be long-term efforts by IT project managers throughout the project lifecycle. There are three types of risk mitigation strategies that hold unique to Business Continuity and Disaster