Business

            Post 1

            What I Hope To Do With My Degree and the Course to Take Next

            With my degree I hope to change the world. This is by making strategic decisions that are purposed to benefit individuals and change how things are done in the enterprise world.  With the acquire knowledge in management I believe that I can utilize the skills as well as attitudes in being a better planner and controller of management.  Management is the central point of every activity and in order to achieve success I will utilize my degree in ensuring that the corporate world around me is developed.  I will additionally utilize the degree t develop the skills of other individuals in the organization that I will work for. 

            I will still specialize in a business course in the future to develop my skills further. This will help me in ensuring that I acquire more knowledge and learn how I can utilize different skills in management.  Additionally the course will help me in generating strategic approaches in the corporate world as well as in the real world.  I will settle for a management course because the world is currently characterized by complexity and management functions are the only solutions.  The management course interests me because it helps in understanding the current changes in the world of business since globalization is rapidly growing.  I hope to learn on how to effectively learn a business by utilizing the advancing knowledge as well as technology.  This will help me I developing more skills that are necessary in securing a successful future in my career. Obstacles may be the lack of adequate finances and time to pursue the course but I will work in ensuring that am well equipped financially.

Post 2

            The Relationship amid Control and Planning

            Control and planning are two distinct management functions but they are connected closely.  Without developing a planning ground the control functions are ineffective and this therefore means that without the existence of control the practice of planning is completely meaningless.  The p[purpose of each function cannot be achieved without the connection of the other (Lussier, 2012).

            Planning functions precedes the practices of control as they both succeed each other.  Controlling and planning are two distinct and inseparable management functions because the activities of management are put in order by planning while controlling ensures that they are placed in the right positions (Lussier, 2012). Both control and planning activities follows the same system strategy which is planning followed by results the corrective action.  Controlling are planning are integral sections of a company because they are both crucial for successful running of the business.  Controlling and planning are functions which are effective ion reinforcing each other as each of them influences the other management functions (Lussier, 2012).

            When planning is ineffective the controlling functions in the organization may not proceed well.   Controlling however helps in rescuing the management functions when planning fails due to the occurrence of unpredicted events. This helps in achieving better plans which are influenced by the strong relationship that exists between controls and planning in management. Controlling and planning are dependent on each other because they are both forward looking. This means that planning is designed in order to organize how events will be done in the future while controlling compares both standard and past performance in order to ensure that the future is catered for (Lussier, 2012).

            Post 3

            Informal and Formal Group’s Differences

            Formal groups in the work place are those groups in the organization that are comprised of subordinates and mangers who hold a direct influence on persons that are within the group (Bose, 2013).  On the other hand informal groups are the organization’s groups that are linked with each other but are not developed by the organization.  Informal groups can thus be viewed as general voluntary groups while formal groups are non voluntary because they are developed and organized by the organization (Bose, 2013).

            Managers are therefore necessitated to pay more attention to the informal group in order to subject motivation to the participants in the groups. This is mainly because the informal holds more strength in influencing individuals because they are centered on their needs.  The groups hold no pressure from the organization and therefore individuals can raise their issues freely.  For instance individuals who participate in informal groups are fewer because they lack motivation because they are not supported by the firm. Supporting the informal groups will attract more individuals to the group which will help in influencing all the employees in the organization (Bose, 2013).

            Group’s formation in any organization should be as a result of natural cause. The major reason behind the development of groups is to motivate individuals to talk as well as developing their individual circles which can offer free interactions.  Since informal groups are developed based on individual interests, attitudes and likes they should be supported by organizations to ensure that positive attitudes are developed. This helps individuals in accomplishing the given tasks effectively (Bose, 2013).

            Post 4

            Onboarding strategy

            The onboarding strategy that is utilized in my current working place is very effective.  Since the organization is comprised of more than two thousand employees the onboarding strategy is similar to that of the second article that is found in Forbes.  The company utilizes intranet to ensure that all the new employees are able to adjust fully to the new environment.  Employees are directed to formal training that occurs online based on the developed roasters every that are designed each month.  On the roasters the dates, tasks and the objectives are well stated and how they should be accomplished. This therefore involves the procedures, standards of operations and the annual requirements in achieving the given tasks.  There are very rare cases of confusion in the work place because every employee is well informed of their location each day. The strategy ensures that the fresh employees are able to familiarize with their tasks and the organization.

            Although the onboarding strategy is strong in generating desirable results I believe that it should be improved. This is because the onboarding process can be described as socialization which is not well incorporated by the current strategy.  Several other mechanisms should thus be developed to ensure that fresh employees acquire the needed skills, behaviors as well as knowledge.  The mechanisms which can be added include formal lectures, meetings, videos, and orientations as well as printed data (Katzenbach, & Inayat-Khan, 2010).  This will help in introducing the employees to   their jobs as well as the organization.  These techniques are well established for development of positive results (Katzenbach, & Inayat-Khan, 2010).

            Post 5

            Recognition

            I once worked in an organization where I received recognition which was based on work performance.  I once received awards for the best employee of the month due to my commitment, effort and positive impacts towards the assigned tasks. The company utilized the strategy of recognizing and rewarding employees in order to motivate them.  The strategy was effective as it ensured that individuals performed their tasks with positive attitudes.

            I appreciated the recognition because it was accompanied by different changes in my job.  My tasks were changed and I was involved in job training for a month in order to develop my skills more. The reward was also a positive feedback of my contributions towards the organizational goals.  This motivated me to become a better employee and to develop better skills.  The reward made me to become a leader where I was able to lead other employees who I was working with in the same section.  This helped me in developing intellectual as well as leadership skills.

            The missing piece of recognition is often the lack of appreciation. I received proper appreciation which made me realize that the organization was enjoying all the good qualities that the employees hold.  Providing recognition does not mean that the employees are motivated without adequate understanding on how the employees communicate.  This strategy was effective for me as it helped those that were appreciated that the organization values their efforts for changing its performance. The key to recognition is appreciating how every person feels in order to determine how the recognition process can be authentic.

 

 

 

 

            References

Bose, C. (2013). Principles of management and administration. Place of publication not   identified: Prentice-Hall Of India.

Katzenbach, J. R., & Inayat-Khan, Z. (2010). Leading outside the lines: How to mobilize the        (in)formal organization, energize your team, and get better results. San Francisco:     Jossey-Bass.

Lussier, R. N. (2012). Management fundamentals: Concepts, applications, skill development.       Mason, Ohio: South-Western.