Transition Resource Package

Table of contents

Introduction……………………………………………………………… 3

Section 1

Independence and life skills …………………………………………….... 4

Section 2

 Recreational and leisure activities ……………………………………....... 4

Section 3

Education and training…………………………………………………....... 5

Section 4

Employment ………………………………………………………………... 5

Section 5

Volunteerism ……………………………………………………………….. 6

Conclusion ………………………………………………………………….. 6

References …………………………………………………………………... 7

Introduction

A transition is a change made from one level to another. A resource package includes activities, materials, and strategies that are used during the transition process. It helps one to reach or attain a preferred goal. Students with special needs need special assistance because of their difficulties. Therefore a resource package is important for students with special needs so that they can deal with the changes and attain their goals effectively. My student’s name is Kelvin and he is fifteen years old. He lives with his family and they are his support when going on with his day to day activities. He loves to play the piano during his leisure time. In terms of independence, he uses a wheelchair to move around which he does by himself for short distances. His parents manage his finances since they are the ones who take care of him. He wants to get more education and training so that he can be able to get a job and interact more with people. According to the National Down Syndrome Society (2020), a resource package for students who are special needs to be made according to their needs and strengths. Kelvin’s strengths are that he has a good memory, and can feed himself. He can play the piano and use a phone meaning that his coordination and concentration abilities are great. He can move around by himself with the help of his wheelchair. He is jovial, loves to interact with people and is always willing to play the piano for them. His needs are personal hygiene which includes bathing himself, cleaning his room and doing laundry because he cannot stand by himself. He also needs help in preparing meals which he cannot do by himself. His parents support him financially meaning that anything he needs is provided for them.

According to the National Down Syndrome Society (2020), a resource package for Kelvin’s independence will involve general life skills such as self -evaluation, and be able to make decisions. Critical thinking, emotional intelligence, and self-control are also important life skills for him. Domestic skills that include hygiene, preparing meals, laundry, banking, and shopping will be of great help. Social and personal skills will include communicating and interacting with others, making friends, and developing healthy relationships. Specific skills will include vocational skills and academic skills which are firsthand skills that will help him master a job.

 Recreational and leisure skills which are hobby related skills and activities will be important for Kelvin. According to Wenner (2016), sports and recreational activities are therapeutic and important for special children. Other than playing the piano during his leisure time, wheelchair sports, adapted swimming and Special Olympics will help him indulge with other people and get to try out new challenges. This will help him face some of his fears and learn how to be competitive. This will also open chances for him to participate in competitions. With his love for interacting with people, he will love these new activities which will be important for his health, improve on his well-being and help him live a quality life. Because Kelvin has a very supportive and encouraging family, these activities will make them have more time together. It will also give them a chance to interact with other families who are on the same journey as theirs. The activities will be of benefit to Kelvin, his family and also his peers. For Kelvin, it will help to improve his self-esteem making him more confident and will also increase his capabilities. These activities will make him discover and explore more abilities and talents that he could have.

Vocational education and training will be important for Kelvin to develop skills that will prepare them for a job. It will help him to become productive and more independent. According to McGee (2019), it will help him to gain academic skills such as problem-solving, using a computer, typing and solving basic mathematics. It will help to improve communication skills and learn how to follow and understand instructions. Training will be important for him because he will learn social and interpersonal skills such as display the proper behavior and etiquette while at work and also learn how to protect themselves from being victimized. He will learn occupational skills such as time management, accepting corrections, and knowing how to keep his boundaries in the workplace. He will learn how to choose the industry he wants to venture in and also the retail skills needed in the different industries.

In terms of employment, the National Down Syndrome Society (2020) states the different employment options present for students with special needs. One is employment that involves working on a full time or part-time basis and there is interaction with other people who have no disabilities. Supported employment is work that an individual is supported by a trainer. The trainer goes along with the individual to work and helps them learn the skills as they prepare to start working alone. Sheltered employment is a work setting that individuals with disabilities work together without the inclusion of people with no disabilities. It usually involves labor jobs such as assembling of goods. Following my student’s strengths and needs, the vocational training that he will acquire will help him get a chance for employment. In terms of housing, the transition for my student will not only focus on where he will live but also the skills that he will need to manage the process. For example, personal hygiene, cooking, and finance management. I will include long term goals for him in the transition plan and identify the steps that will help him achieve those goals. All the decisions will focus on his needs and desires.

In terms of volunteerism, I will encourage him to participate because it will develop his life skills. According to Sadiq (2017), volunteering will help him engage in many activities and will help him get out of his comfort zone. It will help him take part in different acts that will be helpful to other people. It will help him become more independent and competent. This will prepare him for his employment journey. Some employers require a person who has volunteered in certain fields before and this will be an advantage for him. Skills for employment improve through the volunteering activities and tasks so when Kelvin finally gets employed, it will be easy for him to adapt and know what to do. Most of the people in the volunteering organizations are experienced, so volunteering will make Kelvin watch and learn from the best. He will learn the worth of life and what he has mostly when he discovers that there are people who have to deal with much more than he does.

Conclusion

A transition plan for students with special needs is important because it is the process where a student becomes independent, joins vocational training or starts working. A resource package for the student should be well thought of and involve the desires of the student for it to be successful. It should include relatable goals so that it is easy for him to achieve them. The student needs to know their special need and be aware of their preferences and interests so that they can be able to know exactly what they want and this will help them achieve their goals. The resource package should work towards giving the student a comfortable and independent life and making sure they accomplish their goals and fulfill their dreams.

References

McGee K. (2019). Vocational Skills for Special Education: https://www.theclassroom.com

National Down Syndrome Society (2020). Post high school: https:// www.ndss.com

Management and Organizational behavior

Management is the process of controlling and managing people. Organizational behavior is the study of activity and performance for both groups and an individual in an organization. Management and organizational behavior is the management of behavior for different people in an organization.

According to Kukreja S. (2020), the process of motivation is broken down in McClelland’s Theory of Needs of how it should be approached. There are three motivational theories which are, power, achievement, and affiliation. The need for achievement is the desire of a person to accomplish or achieve something. The need for power is the desire in a person to control people or to achieve higher goals. People with the need for power are capable of making very good leaders in an organization. The need for affiliation is the desire to associate and relate with people interpersonally and socially. The motivation theory or model helps to improve the employee’s performance. If it is successfully instilled, the employee will work toward achieving their goals. For it to be effective, the employee’s strengths and capabilities need to be identified. This will help to address and solve conflicts that may arise.

McLeod (2020) explains the Zimbardo experiment where he transformed a basement into a prison. Volunteers were randomly assigned the roles of a security guard or a prisoner. This experiment shows the impacts of authority and how it affected the ones who played the role of prisoners. It also shows how rebellious people can be and the consequences. The prisoners who were not rebellious were given special treatment. The experiment showed how people are ready to comply with the roles they are given. People tend to lose their self -awareness and get so much into the norms of the groups they are involved in. Low esteem, frustration and lack of motivation made the prisoners give in to the guard’s orders. The benefits of understanding human behavior can improve management in organizations.

Scouller (2019), states the four-frame model designed by Bolman and Deal which are, structural that focuses on change. The human resource focuses on people’s needs. This could include people of different gender, culture, and personalities. Political addresses the problems that bring conflicts, especially when the budget is limited and the organization has to make difficult decisions. Effective negotiations lead to understanding and agreements between the leaders and the employees. Symbolic focuses on inspiring people by the visions of the organization.

Conclusion

Management and organization behavior describes the different ways that need to be done for an organization to be successful. Leaders need to know the skills to use to motivate their employees. The employees need to know their place and roles in an organization for it to run smoothly and to avoid misunderstanding and conflicts.

References

Haney, C., Banks, W. C., & Zimbardo, P. G. (1973). A study of prisoners and guards in a simulated prison. Naval Research Review,

Kukreja S. (2020). McClelland’s Theory of Needs (power, achievement, and affiliation): www.managementstudyhq.com

Scouller J. (2019). Bolman and Deal: four frame model of leadership: www.businessballs.com

 Aspects of Customer Relationship Management, Enterprise Resource Management and Supply Chain Management Systems

Introduction

Customer relationship management is the strategy a company uses to interact with the customers to improve business relationships with customers. Enterprise relationship management is the business method often software that analyzes data about a customer. Supply chain management is the administration of the flow of goods and services in an organization.

According to Piety (2015), Enterprise relationship management is seen when customers have enough items of what they need in a store. It is also evident when a company can ship in new products that the customers need. Enterprise resource management connects organizations and suppliers electronically with what they need, changing from the warehouse's storage. The supply chain management enables the suppliers to get whatever merchandise they need and in time. This helps the companies to monitor the customer's purchases and make orders for what the customer needs at the right time. Customer relationship management includes systems that can track a customer from when they begin to purchase up to when they need the service or the product again.

Some of the challenges include warehouses used for storage that are quite expensive. Some of the products get expired while being stored. Electronic commerce is a trend that is used for buying and selling over the internet. Piety (2015). Active Server Pages have been used as a powerful tool to build web pages used by companies for business over the internet. The internet and other information technologies have helped businesses in terms of marketing, advertising, competition, and production of quality products. Remote call centers are technologies that have been used to make global businesses possible and effective.

Conclusion

Customer relationship management, enterprise resource management, and supply chain management systems have helped to reshape the business world. They have helped to make work easier and effective for manufacturers, suppliers, and even the customers. They have helped to reduce goods damages and storage costs for companies.

References

Piety, P. J. (2015). Assessing the Educational Data Movement. New York: Teachers

College Press.

 Team work Basics Summary

Ground rules are essential in ensuring the success of a group, in the process of establishing the ground rules the group will have to establish norms on how work will be done in the group. Work norms dictate how work will be assigned in the group, this included the consequences of not meeting deadlines and how groupwork will be reviewed.  Facilitator norms dictate how the head of the group will be chosen at certain times and what will be the duties of the facilitator. Communication norms dictates the means that will be used to pass information among the teammates. Meeting norms are the rules that guide the time, place and when the group meets and the consequences of not attending scheduled meetings.  Consideration norms are the last norms when it comes to laying the ground rules of a group, these rules allow room for extra activities during group hours such as eating during group time.

Not all the members of a group are collaborative, in some instances the difficult behavior of an individual in a group can render the whole group unproductive; therefore, it is important to have strategies in place on how to handle difficult behavior.  For an overly talkative individual, it is advisable to incorporate the use of humor to discourage the individual from dominating the conversation. It is also important to have a private conversation with the individual to warn him/her of the behavior.  For a too quiet person it is recommended that special efforts be made to ensure that they give their contribution on certain topics. For an individual who argues the most in the group, it is important to evaluate the value and importance of their contribution towards the group since they might be providing positive feedback. If the arguments of the individual are pointless then they should be warned of their behavior. The last difficult behavior is complaining, the first step of handling such behavior is listening to the complaints and solving them and asking for the individual’s contribution in solving the complaints. The whole team can also experience a hard time as a whole. When it comes to dealing with such problems it is important to consider remedies such as; drawing up a list of tasks to be accomplished, ending arguments before they cause any further disagreements, avoid making decisions too quickly and never opt for not making a decision at all,  do not ridicule or ignore each other in the group and lastly ensure that every member of the group is making a positive contribution towards the group.

                                                           Public Infrastructure

Introduction

Infrastructures are essential facilities, services, and organizational structures for communal use and a key requirement for the public in any state, city and even municipality; therefore, Toronto, Canada being a city is not an exception of this to its residents. Infrastructure include roads, bridges, harbors and airports. In Toronto, most of the infrastructure is old and getting older as time goes by.  It is no longer the heroic mission of a proud city but instead a burden no one wants to own. Many low to moderate income residents of Toronto experience challenges in accessing safe and sound public infrastructure (Sorensen, 2011). A lot need to be done by the government by investing heavily in construction of new infrastructures so as to improve the lives of the residents and reclaim the lost glory of the city.

Background

Despite Toronto being a great city in Canada, its leadership has never taken a collective responsibility of coming up with long lasting measures to the menace of poor public infrastructure (Powers, 2015).  In 1912, a local plebiscite turned down a subway which till today haunts the condition of these infrastructures. It is in 1946 that Torontonians came to conquer the subway though it was somehow late for them since it could cost them billions of dollars to rectify the state of the infrastructures. By the end of the ’60s, infrastructure was the last thing on anyone’s mind. The big projects had been started and the new priority was to keep one step ahead of suburbia as it spread across the hinterland.

Current status

Academic Caren Levy argues that the ability to access transport shows the “right to participate” in a city’s life span and partake fully to what it offers such as work, education and entertainment (Levy, 2009). Toronto’s public transport system has struggled to keep up with the growth of the city, and the demands that places on its infrastructure. An Environmental Assessment Study was completed and it recommended replacing the existing bridge though a detailed assessment was done and a proposal of rehabilitating the bridge was passed instead of building new structures. This is being conducted by the municipal council of Toronto.

A municipal class Environmental Assessment is being conducted by the municipal council to come up with ways of improving the condition of the aging sewer that serves the Baby point Water Pumping Station. Toronto’s Basement Flooding Protection Program (BFPP) is coming up with measures to reduce possible future occurrence of flooding by making improvements to the City’s overland drainage routes and Sewer System (Toronto, n.d). Due to a rise of growth of events taking place in Casa Loma neighborhood, Transportation Management and Mitigation Plan (TMMP) is coming up with possible transport management to scheme and improvements that will also meet parking demands.

Key consideration

Below is a number of key factors to be considered in improving the public infrastructure in Toronto, Canada. First, empower the state and the local government. By state it means empowering Canada infrastructure organ as well as the Municipal Organ at a local level (Steytler, 2005). State and the municipal organs need to be more flexible on how they spend incomes and allow the municipal government to leverage the limited funds. Second, make Toronto to think big. By this, new deals are created within the state creating more jobs that in turn gives back a lot of finances that are then pumped into infrastructure projects hence becoming critical in the city’s economy backbone (White, 2003). This will result into construction of roads, dams, sewerage systems and bridges within the city. Third, get the Canadian government taking the issue of coming with proper infrastructure seriously so as to enhance proper productivity from its residence considering the fact that a human being rate of productivity is largely influenced by his/her working conditions.

Conclusion

In conclusion, public infrastructure is a key aspect having the fact that Toronto is the biggest city in Canada and hence it calls for quality infrastructure and long-lasting ones starting from roads, dams, bridges and sewerage systems to avoid delay in its delivery to its residents. History of infrastructure in Toronto tells that the leaders in Toronto before the ‘50s had a lot of opportunities to develop quality infrastructure and rectify the spoilt ones but instead they did not give it much attention as needed. Later long after the ‘50s Toronto leadership realized the need to do new infrastructure which were initiated and till date initiation of new projects is underway to restore the lost glory of the great city of Toronto and meet the standards of cities of its class such as New York city in the United States. Key measures that need to be put in place to enhance improving infrastructure in Toronto include; empowering the state and the local government, making Toronto to think big and getting the Canadian government taking the issue of coming with proper infrastructure seriously.

References.

Levy, C., (2009), “Gender justice in a diversity approach to development? The challenges for       development planning”, (Viewpoint), International Development Planning Review Vol 31, No 4, December, pages i−xi.

Powers, L., (2015). Why Canada has fallen so far behind on public transit. Retrieved from;             https://www.cbc.ca/news/canada/why-canada-has-fallen-so-far-behind-on-public-transit-   1.3137415

Sorensen, A. (2011). Toronto megacity: growth, planning institutions, sustainability. In    Megacities (pp. 245-271). Springer, Tokyo.

Steytler, N. (2005). The place and role of local government in federal systems.

Toronto (n.d). Basement Flooding Protection Program. Retrieved from;    https://www.toronto.ca/services-payments/water-environment/managing-rain-melted-            snow/basement-flooding/basement-flooding-protection-program/

White, R. (2003). Urban Infrastructure and Urban Growth in the Toronto Region, 1950's to the    1990's (p. 11). Toronto: Neptis Foundation.

 New employee training

My current organization provides orientation and training programs.  Currently, I have received orientation training and it has really improved my job performance, and more importantly, it has helped achieve my desires, and hence increased satisfaction.  I feel that the orientation was purposeful and valuable for the organization in that the business environment is changing and the changes demand new equipment, new job responsibilities, among other things.  This means that employees need literacy training, technical training, and interpersonal skills. The training was purposeful in that the organization increased productivity and performance, retention, and productive working relationships.

 If the organization didn't have an orientation training, I think it is important for the organization to create job orientation programs.   I believe that for an organization to achieve effectiveness, it must provide new employees with rules, and help them understand the organizational culture (Hina, 2014).  In general, the orientation training would help new employees’ better transition into the organization by communicating how to perform the duties, and employees will also develop a long-term relationship with the organization.

From my viewpoint, organizational training is important to an employee and the organization in that through training, an employee improves performance, gain new skills, and increases satisfaction and morale. As a result, the organization benefits in that training leads to higher productivity, employees adhere to quality standards, the organization reduces employee turnover, and it benefits from creativity and innovation (Elnaga & Imran, 2013).

  The organization can evaluate the effectiveness of its internal training programs by focusing on the behavior of the employees, targeted outcomes such as employee retention, productivity, engagement, and more.  The organization should also evaluate the learning or if the employees have gained the intended knowledge and skills.

Lastly, if I were to get promoted at work within the next 3 years, the development opportunities that I should seek to get promoted are leadership developments and career development.  The specific skills and competencies that I need include communication skills, adaptability, interpersonal abilities, problem-solving skills, leadership skills, and ethics and integrity.  I have selected these skills and competencies because I must communicate effectively with employees,  I must manage the ever-changing business environment,  I must build relationships,  I must identify and fix problems,  and I must lead and manage people.

References

Hina, Q. (2014). Effectiveness of orientation programmes offered for the employee of public

sector universities of Punjab, Pakistan. Journal of Education and Practice, 5(23), 147-

151.

 Elnaga, A., & Imran, A. (2013). The effect of training on employee performance. European

Journal of Business and Management, 5(4), 137-147.

Emergency Management - Strategic Preparedness

 Each step of the strategic preparedness cycle is significant in reducing disaster.  Individuals,   non-governmental organizations, communities, and other entities are involved in many activities of preparedness, and all these activities are important in ensuring effective response (Paul, 2011).

• Planning- Planning is a significant step that focus on identifying the hazards risks, or rather, the hazards which are likely to occur (Haddow et al. 2011). Planning also assesses the community vulnerability and this helps determine the resources that should be planned for. It is important to note that the majority of time is spent on planning to come up with operations plans.

• Organization and equipment- this step is also significant in that to have an effective response, there must be equipment. It is not possible to prevent hazards without equipment, and therefore communities must have the equipment or rather effective technologies to increase responder preparedness.

• Training- This step should not be left out since officials cannot respond to hazard or rather they cannot assist the overall community without training (Haddow et al. 2011). Thus, training is important to prepare responders by improving their specialized competency and ensure safety management practices.

• Exercise- this step is significant in that through exercises such as tabletop exercises, full-scale exercises, and others, officials can understand the best actions to take in times of emergency (Haddow et al. 2011). Exercise also allows officials to become familiar with plans, policies, and procedures.

• Evaluation and improvement- this step is very significant in that after applying the plans, it is important to evaluate whether they worked and whether there are changes needed (Haddow et al. 2011). This will help evaluate whether there is a need for better equipment, more training, and more resources.  Evaluation and improvement are important for future planning.

 From the cycle of preparedness, the step that might be the most critical to communities is planning.  This is because, all the other steps depend heavily on the planning process.  Planning is the first step that dictates the equipment to perform the task, the training, and exercise needed, the other important things (Paul, 2011).  Therefore, planning is critical to the community and the individual must increase efforts on the planning process to come up with a coordinated response.  Note that planning act like guidance and the community require guidance to increase response effectiveness.

 References

Haddow, G. D., Bullock, J. A., & Coppola, D. P. (2011). Introduction to emergency management

(4th ed.). Cambridge, MA: Butterworth-Heinemann.

Paul, B. K. (2011). Environmental hazards and disasters: Contexts, perspectives ,and

management. Chichester, West Sussex: Wiley-Blackwell.

 Conflict Management Plan: Give examples of how this worked for your team

 In a team that is comprised of diverse people, dealing with conflict is unavoidable. The conflict management plan ensured that our team was ready to address any conflict. The origin of the conflict is usually from differing attitudes, values, expectations, personalities and needs. Effective planning helps in effectively dealing with conflicts without affecting the productivity of the team. Our conflict management plan initially discussed what we would do if a member missed a meeting, could not be reached, and work was unsatisfactory and so on. We also discussed how we would resolve minor disagreements. The plan has worked for our team since every member is allowed to offer their opinions or ideas and the team works together to settle for a mutual choice. In most cases, it is common for the members to hold different working views and attitudes, but the plan has been essential in guiding us about the way forward without negatively affecting our working relationship which would, in turn, affect the overall performance of the team.

We really had not had any issues with our team only disagreements which are expected when we were working on the simulation. To work through any disagreements, we discuss the issue and work on different solutions in the simulation until everyone was happy or accepted what the team had decided for the solution to the issue. For example, all the minor disagreements are resolved to collaborate by talking out until the team comes to an agreement. The approach helps in encouraging togetherness which is critical in enhancing the productivity of a team. In other words, the conflict management plan has been useful in blending the differences within our team by offering a reliable platform to address any form of disagreements.

CONFLICT MANAGEMENT PLAN
       Describe how your team will manage conflict.

Training Name;

Time; Four weeks

Training type; training for a picker Job position

Training goals;

• Enhance and improve packaging skills as well as enhance compliance to polices and procedures related to handling goods.
• Improve Inventory management skills and hand-on experience in operating vans.
• Enhance Hand-on experience in counting and storing various products and items effectively.
• Enhance the ability of paying attention to details and the ability to work in a fast-paced environment.
• Continuously enhance skills and knowledge need to operate warehouse equipment.
• Enhance the ability to maintain clean sanitary and safe work places.  Also enhance Knowledge on manufacturing procedures.
• Improve skills needed to scan and sort outgoing goods.

Results;

• After successful completion of the training program, the skill of paying attention to details was enhanced.
• Improved inventory management skills and excellent knowledge of packaging procedures and policies.
• Enhanced knowledge on how to maintain and manage a safe working environment to enhance safety of goods and personnel.
• Improved Knowledge on how best to ensure compliance with operational procedures and policies to maximize operational effectiveness.

Certificate Skills Covered;

• Forklift Certification
• HSE Compliance Certification

Colony Nursery and Landscaping Company

 Introduction

In light of technology, information systems serve a critical role in enhancing business operations. Colony Nursery and Landscaping Company suffers from information silos due to a lack of information flow and the existence of different priorities across departments within the organization. While an ERP system would be useful in enhancing its competitiveness alongside a customer award system, the cost of implementing is higher, which highlights the need for an alternative solution, particularly cloud solutions.

An information silo refers to the information management system that is not able to liberally connect in terms of communication with other information systems. Vertical communication is dominant within the information silo, which makes it challenging or impossible for the information system to relate with other systems (Mahmood, 2014). Information silos develop in the case that the management does not believe that information sharing and access might be useful to other communication systems. The structure of the organization causes information silos, especially where different managers are accountable for a specific department, and each of them holds different priorities and visions, leading to minimal collaboration, collaboration, and teamwork between the departments.

Information silos normally lead to major organizational problems like redundant job positions, high operating costs, and effort duplication. Due to the contrasting information systems, silos leads to the increased cost of operation in an organization and lack of cooperation. Once the flow of information is interrupted, this results in the loss of efficiency, given that the different departments are likely to work under the guidance of different understandings, which affects project completion and productivity (Mahmood, 2014). Effective communication normally ensures that the departments work together in attaining the set objectives of the organization. However, in the absence, this usually creates misunderstandings, which can result in missing crucial business opportunities and ultimate failure (Rainer, 2011). Moreover, this can create frustrations among employees leading to a higher turnover rate and low production.

The organization is moving to the cloud system because it is more flexible as it allows the sharing of information between system, cost efficiency, and needs to enhance its competitive advantage (Furht & Escalante, 2010). The cloud system is highly mobile and flexible as it does not require employees to have data or software access to acquire information. In addition, it allows for efficient monitoring of the business. Unlike the ERP system, cloud solutions are cost-efficient since they do not require any physical centers, which mean low investment expenses. The cloud system also offers extreme scalability because it allows the company to buy additional storage on a constant basis, unlike conventional storage (Rainer, 2011). Thus, this leads to the competitiveness of the business as the system provides an opportunity to offer quality services to customers.

The use of cloud services like a cloud-based host would be helpful in solving the ERP information silo issue at the organization since the systems support information sharing and connection with other systems. Cloud systems allow interaction between different applications (Rainer, 2011). In so doing, this creates a system that can be customized based on the needs of the organization and disassembles silos.

The implementation of an ERP system improves the operations of different departments based on the free flow of information. The implementation of the software assists in maintaining competitiveness since there is no threat of operating under risks, which would affect competitiveness. First, the system ensures that customers receive the best services as there is efficiency (Furht & Escalante, 2010). On the other hand, an award system would be helpful in attracting and retaining existing clients to benefit from loyalty points. Thus, the integration of the systems would help in increasing the market share for the organization, which equals competitiveness.

In its very nature, the implementation of the ERP system necessitates evaluation and change of business processes for the successful configuration and installation of software. Reengineering helps in ensuring that business processes are fully improved prior to the configuration of the software for functionality that aligns with all the business operations. The adjustment will generally affect different business processes such as the information system and award system since they need to be aligned with the scope of the ERP system.

References

Furht, B., & Escalante, A. (2010). Handbook of cloud computing. New York: Springer.

Mahmood, Z. (2014). Continued rise of the cloud: Advances and trends in cloud computing. London: Springer.

Rainer, R. K. (2011). Introduction to information systems: Enabling and transforming business. Hoboken, N.J: Wiley.

Bottom of Form

Bottom of Form

Organization safety culture

Introduction

            According to modern research, understanding the dynamics of the structure of an organization is imperative because it enables a person to determine key or influential individuals who have the potential to improve the safety culture. The reason for that is because safety culture within an organization depends on how effective safety information is disseminated amongst each department. This implies that one of the fundamental objectives of the safety management system entails articulating the safety policy, vision, and mission of the organization to each person (Ron, 2013). Therefore, one of the key organizational elements that can foster a successful safety culture is management leadership.

Key organizational element for successful safety culture

            As much as safety culture is concerned, leadership management is perceived to be the foundation for fostering SMS (safety management system). The reason as to why leadership management is important is because is the main supporting element for all organization elements that are needed for the purpose of sustaining its mission or goals of its establishment. To achieve that, it is important for the leaders to ensure that they are committed to providing necessary motivating factors to all workers. This is also coupled with the need of availing the necessary resources that can enable the daily operations of the organization to run smoothly hence sustaining safety culture (Nathan et al., 2019).

            Nevertheless, it is important for leaders to ensure that they established clear responsibilities related to safety goals and objectives for their employees, supervisors, and managers. Moreover, supervisors, managers, and workers should be provided with the authority to access vital information regarding safety and hazard management. This is imperative because it will enable them to understand the strategies to be used in correcting hazards. Furthermore, in the process of engaging employees in safety-related edification, avail required resources, it becomes for the workers to develop a doctrine of safety culture within their organization (Ron, 2013).

            On the other hand, establishing a safety culture in the organization will take into account the need of selecting qualified workers. Such individuals will assist the organization in responding to specific reports regarding unsafe conditions, actions to be taken to rectify any risk, and so on. In this case, it means that the extent of participation followed by the SMS team is the one that assists in formulating successful workplace practices, guidelines, and rules that can instill safety in the workplace. One of the methods that can be used includes regularly participating in SMS reviews, audits, and faculty safety assessments. Individuals should also come up with alternative solutions that can be used to minimize, correct, or control any risk that can be acknowledged (Nathan et al., 2019). This is also coupled with the provision of reviews that can be used for tracking organizational safety performance.

Example of an action that can be detrimental to having a successful safety culture

            Poor safety planning- as much as organization safety is concerned, determination of all that is required to sustain the SMS system is one of the overlooked aspects. What this implies is the fact that when an organization decides to achieve the goals of its establishment without documenting the means to be used to sustain it will result in wastage of time, energy, and resources. Furthermore, poor planning has the potential of harming employee morale who dedicated to achieving SMS goals (Nathan et al., 2019). This in return affects the fundamental beliefs and norms of the workers for long-term sustenance of safety culture within their organization. 

                                                              Reference

Nathan, C, James, R & Michael, W. (2019). Safety Culture: An Innovative Leadership Approach. Butterworth-Heinemann, Waltham, MA

Ron, C.M. (2013). Changing the Workplace Safety Culture. CRC Press

Summary Report to the CEO

Introduction

Due to the recent plan by the company to introduce a new line of products that will deal with a variety of clothing items such as tops, hoodies, shorts, and jeans, an assessment of its impact on the firm was carried out. This was done with attention on the marketing, human resource, operations of the company, and finance. Therefore this report will focus on those four areas.

Marketing

Marketing is an essential tool of the firm that has significantly played a significant role in promoting the success of the company. Some of the functions it carries out include determining the aims of the marker, establishing a plan, budgeting of sales, expenses, and profits, coordination of the marketing activities and sales promotions (Wierenga and Van der Lans, 2017). The assessment that was carried out concerning the issues was to determine the level of competition that will be faced by the firm on the introduction of the new product line, the ideal target consumers of the products, among others. Some of the developments that come in regarding the issue required the company perform some changes such as developing a new marketing strategy and carry out a study to determine the target consumers. Others are to roll out a campaign to create awareness of the product and establish means that will enable the firm to address the issue of competition from other consumers. The diffusion of innovation will help in understanding how our consumers will adapt to the new product.

Human Resource

The human resource has various functions in the firm, including the process of hiring employees. Others include planning, controlling, directing, organizing, and training of employees and performance appraisal. In this case, th introduction of a new product will require the recruitment of more staff into the firm to promote smooth operation and also to deal with the marketing of the product. Furthermore, they will also be required to provide training services to help those joining the firms, and the existing ones have a better understanding of the products and also how to market them successfully (Michie et al., 2016). Designing jobs and developing a distinct task that all the employees will be assigned will also be done. Therefore, the human resource department will be impacted by the need for more budgetary allocations to allow them to carry out their functions efficiently. Besides, the application of the expectancy theory will be applied in this case to promote motivation, which will be required throughout the business operation.

Operations

This is another important function in the firm that is involved in the planning, control, organization, and coordination of all the resources required to provides the goods and services by the firm. To facilitate an efficient provision of services in the new line that is being considered. The operation will require the materials that will be used, enough personnel who are qualified to offer the services, more information concerning the product, and more capital to enhance the delivery process (Slack and Brandon-Jones, 2018). Therefore, they will require more resources. One of the theories that can be applied in this case is the Reconfigurable manufacturing systems to promote the accelerated change to the structure

Finance

The finance function is a crucial element of the business, and some of its services include helping in an establishment, running, expansion, and purchasing assets for the firm. Therefore, they help the firm in the identification of the required capital, sources, comparing the best source and investment decisions. Based on the decision to consider bringing in a new product line, the finance function will be required to find sources and ensure that the funds are enough at a reasonable cost. Others include ensuring that the funds are not idle and thus well utilized

Conclusion

In conclusion, the consideration to venture into a new product line will have a significant impact on the firm. This is because of the needs to meet human resource needs, operational needs, financial and marketing needs. Therefore, important strategies should be considered before venturing into it.

List of references

Michie, J., Sparrow, P., Cooper, C. and Hird, M., 2016. Do we need HR?: Repositioning people management for success. Springer.

Slack, N. and Brandon-Jones, A., 2018. Operations and process management: principles and practice for strategic impact. Pearson UK.

Wierenga, B. and Van der Lans, R. eds., 2017. Handbook of marketing decision models (Vol. 254). Springer.