Training and Performance Management

            Training of the employees is one of the main assets in any organization.  The first activity is the founding the requirement examination.  This step is for justifying a training foundation.  The skills needed for the step is observation, analysis and interviews.  The other step is the growth of training sequencers and guides.  This step is for the development of the current tasks and procedures in the company.  They act as a main tool for assessing of the guidelines and thus it will advance the important guidelines for any future training.  The other process is the distribution of the training program. The step is needed for giving instructions and delivering of the training schedules.  Once the trainers have been assessed, the training skill is needed (Kusek & Rist, 2004) 

            Many organizations are good at the supervision the worker preparation than others who disregard the proper teaching way as they are aware that the need for training the employees is huge.  This is because as more companies are growing and business expanding, more jobs will be created and thus people need more training.  The demand of the customer, the motivation of the employee and their productivity needs a competitive work force which is some of the reasons for the foundation of the training programs in the organization.  For the training to be successful it must have the support from the top directors of the company and it is the effort of the work staff, thus it must be used by all the organization staff for their success (Kim & Solomon, 2011). 

            The importance of the performance management systems is the definition of the company’s principles, mission and its values and it is performed throughout the tasks of the company.  To make sure that the performance appraisals are fairly utilized, the HR department should ensure that there is good communication within the company.  Communication is an important element for the performance of the company management and the performance appraisal.  The managers and the directors should be well trained for them to manage the performance appraisal thus they should keep the company staff well informed of the visions and how they can succeed on them (Kim & Solomon, 2011). 

Reference

Kim, D., & Solomon, M. (2011). Fundamentals of information systems security. Sudbury, MA: Jones & Bartlett Learning.

Kusek, J. Z., & Rist, R. C. (2004). Ten steps to a results-based monitoring and evaluation system: A handbook for development practitioners. Washington, DC: World Bank.   

Monica Lewa

Arizona State, 56^th street

Arizona

Customer service manager

MIKA Company

Arizona State

Arizona

17^th October, 2016

Dear sir\madam,

I am writing this letter since I am not happy with the product I purchased on your stores at Arizona Street on 10^th October 2016. I bought a fridge on that specific day and 5 days down the line, it broke down. I am very disappointed in the company since I have been a loyal customer for a number of years now and such a thing has never happened before.

On that specific day, the employees at the store did not serve me expected since I carried the fridge home unlike before where all the products I have purchased were brought to my house. I thought this was rude since I have been loyal to your company as it gave me quality products before. It also offered after sale services such as home delivery unlike now where customers buy goods and carry them home on their own. I feel disappointed in your company since I expected nothing less but being offered the best and quality products. I think this is very unfair since I wasted my time coming to your store and carrying a faulty fridge which did not meet my expectations. I preferred buying at your store regardless of the high prices since I thought the fridge is quality bearing in mind this is not the first time I am purchasing goods in your store and company.

I hope that this is only one instance and that no other customer has complained since I believe this company is the best and manufactures the best products. I do not want to believe the company has gone down that fast since it still remains my favorite company. Therefore I need the fridge replaced since I am told that money cannot be returned since I have already used the fridge. Again if I did not use it, I would not have realized it’s faulty therefore I am kindly asking you to replace the faulty fridge with another one.

Complaining is not my thing and I did this because the circumstances forced me to. I want to feel the worth of my money and prevent such thing from happening again not only to me but other customers as well. I want you to replace the fridge for me before 7^th November 2016 failure to which I will take another step of including a third party which is obviously not good. I believe this is the best company and that it manufactures the best product and that you will deal with the issue with the seriousness it deserves within the shortest time possible. 

Please contact me via my email which is This email address is being protected from spambots. You need JavaScript enabled to view it. in case you need some clarifications from me. I have attached photocopies of the receipts and a warrant given to me after I bought the fridge.

Yours faithfully,

Monica Lewa

Personnel Issues and Practices

One of the main factors that cause high levels of stress to the police officers is self-management. This is because they have left to manage themselves despite the critical role they play in the society. Some of the encounters are traumatizing resulting to more stress if not addressed. Their physical and mental aspects are affected by the extreme encounters along the streets. Stress management can be accomplished by the police officers themselves hence a good strategy (Fulero &Wrightsman, 2008). This is because the officers will complete the reports timely and also ensure that the equipments they use are in good condition will ensure that work is in order. The self-management strategy also ensures that communication is effective with the supervisors and the relevant chain of command will ensure all the issues they experience are addressed in the right way thus reducing the levels of stress (Fulero &Wrightsman, 2008). By having a roll out of this strategy to the officers it will melt down the level of stress resulting in more ability in performing the duties and also increase their interaction with the citizens hence relating well.

High education for the police officers is important because it means that there will be better professional policing. It is true to say that police officers who are educated and have earned higher education degrees will be in a better position to demonstrate the skills acquired and a good overall job performance (Dempsey & Forst, 2013). This translates to greater advancement opportunities in comparison to the colleagues a degree. Therefore it is of many advantages to having police officers who hold higher education degrees as they are in a better position to show great levels of creativity and problem-solving skills as well as personal benefits (Dempsey & Forst, 2013).

Reference

Dempsey, J. S., & Forst, L. S. (2013). An introduction to policing. Albany, N.Y: Delmar.

Fulero,  S . M., &Wrightsman, L. S. (2008). Forensic Psychology. Cengage Learning

Foundations of Project Management

Project risk management is an important part of project management. The management of the risk involves minimizing the risks and the possibility of failure so that the project may achieve its objective. It involves a wide operational discipline to ensure that the project is carried out as proposed and plan so that it can be beneficial to the people and the economy of the country at large (Kendrick, 2009). In order to achieve this, it is important to identify the risk from the initial stage of the project so as to have a suitable plan on site in the occurrence of any risk (Pinto, 2016).

Environment risks are a major threat to this project. This is because all the areas of interest have a direct connection with the environment which means that an environment assessment test should be carried out in order to analyze the impact of the project on the environment (Pinto, 2016). There are potential threats that can have an adverse effect on the people and the living organism as there can be emission of harmful gases, resource depletion due to deep mining, use of chemicals to boost coffee production can be harmful to the person who comes into direct contact with it and biological threat to the ecosystem (Kendrick, 2009). The unforeseen pollution risk, global risks, and environmental exposures pose a threat to the project as a whole which may make the communities affected within the areas of the project threaten its success.

Scheduling risks a unique risk in this Madagascar project as it may there are a number of reasons that may affect the way the project is scheduled. Due to the nature of the project that heavily relies on the environment, there is a likelihood of natural factors, errors in estimation and delayed acquisition of the land required to facilitate the project (Kendrick, 2009). Natural calamities such as unfavorable weather conditions with heavy downpour may delay the project scheduled time threatening its objectivity. Acquisition of some parts of the land may be hard as the communities around may disagree with the proposed compensation plans as they may demand more or retaliate to move out at all.

The project in Madagascar is fairly a complex on especially mining of titanium. Scope risk is one of the risks that can jeopardize the project. This is because as the projects start the project becomes more complex which may push the developers to start gold plating (Kendrick, 2009). The initial survey may be not as accurate as the levels of deposit may not match the one anticipated for making the developers buy more time so that they can at least get the areas with high titanium deposits. Integration of issues, hardware and software and changes in dependencies may arise during this period widening the scope risk (Pinto, 2016).

Technology risks are a threat to the Madagascar project as they threaten the vital process of the operations. Madagascar being a developing country means that there are many things that should be adjusted so as to comply with its regulation (Kendrick, 2009). The process requires adequate staff with high technological skills which may push the stakeholders in the project to acquire personnel’s with the skills from outside countries into Madagascar so that they can be incorporated into the project. This may result in conflict as citizens of the country may feel locked out of the great chances that the projects create hence delaying or compromising the project.

Reference

Kendrick, T. (2009). Identifying and managing project risk: Essential tools for failure-proofing your project. New York: AMACON.

Pinto, J. K. (2016).  Project management: Achieving Competitive Advantage, (4^th ed.). Boston, MA:  Pearson Education, Inc.

            Foundations of Project Management

            Task 1

            A learning curve is depiction in graphics of tasks that are repetitive that when conducted on continuous basis results in activity period reduction, costs as well as resources reduction.   A learning curve engagement in project development results in efficiency as success (Mislick, & Nussbaum, 2015).   Learning curves are additionally recognized as industrial progress, experience and development curves. They are developed from prior project knowledge this helps in completion of projects in increased speed. Learning curves can be utilized in processing an activity which involves repeating the processes in the quest of securing improvement in the operations.  Learning curves are utilized in estimation for time reduction in performing a given task.  Learning curve theory’s application can assist in developing the cost of the entire project significantly.  In most cases this can result in a rise in revenue as well as fresh business outlets.  As the ratio of improvement increases the labor period and the cost is decreased.  Learning curves are utilized as an estimation of task period reduction (Mislick, & Nussbaum, 2015).

            In regard to project management, the theory of learning curve serves a major role.  Project management is described as the process of planning controlling and administering a group of tasks. Learning curve theory can be described as the general association amid the period of each unit production and the cumulative unit’s number produced. A project is special venture which utilizes standard processes that are continuous and repetitive in general nature. A learning curve is can be utilized in project management in estimation of cost, the production period and materials estimation. Besides these estimations applications it can be additionally be utilized in labor requirements, schedule analysis and productivity research projection (Mislick, & Nussbaum, 2015).

            Task 2

            A project manager can utilize the learning impact into the general estimation of longer period since shorter period are not highly influenced by the principles of learning curves (Iñiguez, 2011).  This can thus be applied in developing a fresh project. As a manager I would utilize the learning effect when hiring project consultants in order to develop the processes. This is because the consultants have better experience and expertise which will ensure that it will use less time, cost effective and better.

            As a project manager I would utilize the learning curve principles in predicting the general cost and period of a project. This can therefore be achieved through the development of cost and time difference in regard to how many times the project can be completed. This therefore means that the project is necessitated to take fewer times as the repetition continuous due to the gained improvement, knowledge as well as experience (Dutta, 2004).  The general principles of project management can be utilized to estimate the required time period. Through the principles I can therefore ensure that the second performance of the project will utilize 25^th less time as compared to the first.

Exercise 2

Response: Twentieth Iteration and Fortieth Iteration Cost

Rate of learning curve= (0.7) log/ log (02) = - 0.515

Period to complete the 20th iteration= 200,000 * (-0.515) ^ 20) = 42756 working hours

Period to complete 40^th iteration = 200,000 * * (-0.515) ^ 40) = 29920 working hours

20^th iteration completion cost= 42756 * 60$= 2,565,360 Dollars

40^th iteration completion cost= 29920 * 60$= 1,795,200 Dollars

            Based on the scenario it is clear that as the iteration time increases the working hours decrease. This therefore illustrates the fact that as the tasks becomes more repeated the working expenses decreases. When the tasks are repeated the number of workers required to complete the project decrease thus leading to fewer resources, reduced cost as well as time.  The learning curve is therefore crucial in provision of estimation in regard to time and cost simultaneously.

            References

Dutta, M. (2004). Cost accounting: Principles and practice. New Delhi: Pearson.

            Iñiguez, . O. S. (2011). The learning curve: How business schools are re-inventing education. Houndmills, Basingstoke, Hampshire: Palgrave Macmillan.

Mislick, G. K., & Nussbaum, D. A. (2015). Cost estimation: Methods and tools.

Plmd

Introduction

With management and leadership qualifications attained through lifelong academic and on job training, it is imperative that one understands where they are headed. It is only then that they can forge a clear vision for development and future employment and leadership positions. This is highly useful for the individual as well as the organizations they serve.

With my existing level of study, qualifications, past employment and personal experiences, I intend to apply for a variety of leadership and management positions in leading organisations. I want to become part of the forces responsible for the success and growth recorded in these organisations. I therefore wish to enhance my prospects for success in preparation for this vision by further development of my leadership and management skills. I will carry out some targeted research on leadership and management on a number of organisations. It is from that knowledge gained that I will anchor my self-assessment and personal development plan. This paper will present a detailed documentation of every step on the personal development initiative.

Task 1

Impact of organisational objectives, values and culture

Normally, the management function is heavily hinged on the organisation’s leadership. And the overarching purpose of leadership and management as a whole is to achieve the vision, mission and objectives of that particular organisation. This occasions bringing together all the essential resources of the organisation. Such resources include people and physical assets. In this section we look at how an organisation’s leadership and the management function is impacted by the organisation’s objectives, values and culture.

Leadership generally refers to the ability by persons in positions of responsibility to influence and motivate others so that they can act in certain ways and effectively lead to achievement of particular goals. Managers who are the key leaders in organisations are guided by a number of theories and management models that have been developed with the purpose of helping these leaders in making necessary decisions.

Organisational leadership has a direct cause and effect relationship with the organization’s culture and values. The cultures within an organisation determine the kind of leadership practiced in that particular organisation. And an organisation’s objectives stem from the culture and values, because these are what will determine what the organisation’s aspirations are. To understand this leadership- culture/values/objectives relationship, we need to first understand what is meant by each of them.

Each organisation has a set of beliefs that identifies it from other players within that industry. These are what comprises the organisation’s values. An organisation’s values are those sets of beliefs that are considered vital for the very survival of the organisation. Values must be binding to all members or stakeholders of the organisation to be valid. They are only valid if they make sense to everyone considered a member of the organisation. This starts by gaining a complete understanding of the said values. New recruits within an organisation are normally taken through a systematic process of acquaintance to familiarise them with the organisation’s values before they are fully accepted as members. Learning and appreciating the values of an organisation helps a new recruit become fully incorporated and accepted. That kind of acceptance starts by the new recruit first accepting the values preferably unconditionally.

Organizational culture refers to the values and beliefs practiced within the organisation and that have existed in it for a long time. These beliefs and values entail the beliefs of the organisation’s workforce as well as the anticipated value of their work which in turn influences their attitudes and behaviour. Managers and administrators or persons at key management positions normally adjust their leadership behaviour and approaches to accomplish the organisation’s mission. This usually has a bearing on the employees' job satisfaction. The actions of these leaders are responsible for shaping the culture, values, employee motivation and change tolerance. They determine institutional strategies that include mechanisms for their execution and efficiency.

It is important to understand that you do not have to hold a management position to be considered a leader. Leaders appear and can act at any level of an organisation and not necessarily at management alone. And as long as you are a leader, your actions determine organisational outcomes. You influence those around you in the attempt to realise the most benefit from an organization’s resources.

The most vital of all these resources in any organisation is the people. The organisation is in a much better position to succeed if the leaders are able to effectively move people to a shared organisational vision. A staff body united, inspired and driven by a common vision is capable of achieving anything. Because the staff comprises persons of different and diverse abilities. It is the responsibility of the organisation’s leadership to identify these diverse talents available in the organisation, identify what can benefit the organisation and then find ways of inspiring the employees to work towards achieving those set goals. From that angle. Leadership potentially plays such a key role in the inception of organisation’s goals and aspirations, tuning the organisation’s culture and values to fall in line with the desired goals. Then the leadership can begin inspiring the workers to put all efforts to the realisation of the objectives.

Current leadership theories tend to concretise the above arguments. They describe leaders basing upon a number of traits as well as how these traits are used to influence the achievement of objectives.

We therefore have different forms of organisational leadership. Based upon traits, we can talk of autocratic, bureaucratic, democratic or charismatic leadership classifications. Leadership can also be viewed from the perspective of power exchange and its utilization, from which we get situational, transformational or transactional leaders. All these forms of leadership are as a result of the organisation’s values and culture. It is based on the repeated action that over time becomes the basis for determining the kind of leadership that best works for an organisation.

It is important to note however that one organisation is likely to practise various forms of leadership. We need to understand these different tropes to provide us with a vocabulary that can be used to discuss and create desired and meaningful results. Not all leaders in various organisations are created equal. The mechanisms that will create different leaders are shaped by the set of beliefs and established practices within each organisation. The quality of leadership may also vary hugely within different organisations and across industries.

To evaluate the leadership quality of an individual leader, we need to identify their style as a central consideration. This must be in line with the cultures of the organisation in question. In other words, looking at and understanding the organisation’s culture will help put the leader’s style into perspective and make it easier to understand.

With regards to the management role in an organisation, we can identify that each enterprise has an organizational culture and this culture to a large extent influences the behaviour of key managerial staff. Whether the business is big or small, it can normally develop its culture informally without being determined by the management. A company can also create its own culture basing on its performance standards and a system of values. The role of a manager in shaping a company’s culture will depend on expectations of the business. Expected interactions between the manager and other employees and the level of the manager’s authority all shape the company’s culture.

A manager in a small business culture for instance can be a disciplinarian, but may as well reward employees for proper behaviour. They may provide workers with rewards for displaying desired organisational qualities. A manager can motivate such employees through financial or moral rewards. These could take the form of a mere commendation at the workplace or award of higher grades on performance. Better performance grades may lead to promotion of an employee and increased pay packages. Rewarding employees for perpetuating appropriate organizational culture shows them that the organisation and its management values them. And that may go a long way in boosting performance and overall productivity of the business.

So in any of these cases, there is a way the organisation’s leaders including those at key management positions behave, and there are accepted ways of behaving expected of other employees. Some of these ways of behaving attract various rewards from the organisation’s leadership. And each of the reward and disciplinary systems are unique from company to company. These is hardly any universal way of behaving that will be found in all organisations. This state of affairs is determined by culture and values that define each organisation. Based on these values and organisational cultures, the organisations are able to determine their desired short and long term positions and set objectives to be achieved in these durations of time. 

Skills required to support the achievement of organisational objectives

From my experience with leadership at various capacities, I have understood that you must know where you are going in order to be an effective leader. There are moments in leadership when critical decisions have to be made. And if you can clearly see where you are supposed to be in a year or a couple of years’ time then such vital decisions become easier to make.

So far we have identified that each organisation is defined differently by unique sets of values and cultures. So each company or business is uniquely different from the other. But despite these differences, there are skills that leaders in every organisation must possess in order to successfully support the achievement of organisational objectives. Management function in each organisation requires proper planning and structuring of the organization while also monitoring different activities. Skills that are necessary for supporting the achievement of organisational goals may be found with top-notch managers and business executives but not all of them poses these skills.

Effective leaders are defined by their proper skillset. These skills are necessary for determining outstanding leaders from those who are simply average managers. These effective leaders are guided by specialized people-centric approaches to the act of supervision of both work and people. Such professionals are normally involved in the work of planning, coordinating and leading by setting examples to others within any organization.

Management involves getting people of diverse backgrounds, personalities and abilities together to work toward achieving a common goal or set of goals. The management function in any organisation involves the processes of planning, staffing, organizing, directing or leading and controlling the organization. As such the element of leadership is encompassed in the management function.

All resources within the organisation including financial resources, human assets, natural and technological resources are channelled under an organisation’s management.  All these resources are vital for the successful running of the business entity. There should therefore be somebody who is capable of smoothly and efficiently handling these resources. That is the work of key leaders or the manager. These persons must possess definite skills to be in a position to carry out their duties and the actions required of a manager.

These skills can be grouped under three different categories, namely individual, scientific and conceptual skills. Individual skills are those needed in order to work well with other people. Teamwork is highly valued in today’s corporate platform, and the individual skills are necessary for one to work well within a team in addition to being self-driven to work on their own. This skill is essential to managers because they deal with people directly. Individual skills help them get the best out of the people they manage.

Managers are overall heads in their respective areas; they are expected to get things done and use resources to accomplish tasks. They therefore need superior individual skills to be able to correspond correctly, give directions and encourage people to work. It is with the effective individual skills that managers can motivate workers under them to develop interest and nurture trust, which are significant at every level of management.

Conceptual skills on the other hand are those that are necessary for discernment. Managers need to be able to think well and identify ways out of difficult situations for the sake of the organisations they lead. Certain decisions are crucial and as the overall heads they are held responsible for the fate of the organisations they are serving. They should be knowledgeable on abstract and complex situations. If you are the general manager for instance, you should have some knowledge about accounting and finances, you should be well vast with the dynamics of administration and also understand how human resources work. That way you can be able to observe the relationship as a whole. You can understand how various subunits are related and image how the whole organisation fits into its broader industry.

Technical skills refer to the leaders’ knowledge on particular specialized field(s). These may include computers, engineering, administrative and economic accounting as well as industrial production. Knowledge on how any of these technical fields work enables the manager to determine strategies to enhance the organisation’s productivity based on scientific knowledge.

Aside from these categories, there are other essential skills that have been identified by experts that do not necessarily fall within the above categories. Some of the recognized skills deemed significant for managers include but are not limited to communication, theoretical, analytical and interpersonal skills.

Analytical skills

Individuals at these leadership positions need keen analytical skills and strong ability to put current trends into perspective and use these trends to project likely outcomes in the future. Strong analytical skills are best suited to meeting both present and future challenges within the organisation. They help a leader reach the best available solutions to contentious issues.

Innovativeness

Effective leaders are capable of coming up with and implementing innovate solutions to problems and create successful business organizations. Innovative strategies help an organisation retain productive workforce and remain competitive and strong against its competition. Most reputable learning institutions today aim to not only impart knowledge but create innovative business executives out of their students. They provide customized learning that succeeds in fulfilling each individual’s career goals. These are made possible through various tutorials and special projects based on team building, organizational ethics and human behaviour. They are focused on holistic professional development of the leaders, so they can provide quality leadership in just any industry. These institutions provide degree programs in organizational leadership that has helped business leaders succeed in today’s corporate world.

Theoretical Skills

These refer to the ability of a manager or leader to utilise information to resolve issues within the industry. Theoretical skills enable the individual to recognise of opportunities for improvement of business or productivity. The person is able to recognise areas that are likely to create dilemma and then come up with working resolutions. They can select vital information from piles of statistics and understand the intricate details of the business. A manager with good theoretical skills can understand the business model with ease and identify areas of improvement which they then help implement.

Communication Skills

Leadership is about interactions with people. The leader must be able to seamlessly pass their information across to the people they interact with. Communication skills enable an individual to convert their ideas into words and understandable phrases that can be converted into specific actions. A good communicator listens to information and is keen to details. They do not just do all the talking. They have a great level of integrity and can effectively communicate with all groups of people. These include the middle and the upper class, other managers and subordinates, the young and the aged. They do a lot of listening and ask questions.

Interpersonal Skills

Aside from the general element of communication, supporting organisational objectives also require some relationship skills. The persons at management positions and other leadership areas will be involved in mentoring and training others. One of the key management roles in to train new employees, and that will require that the trainer has some interpersonal skills to be able to relate with the people he or she trains.  Interpersonal skills are necessary for purposes of gainful networking within the organisation and outside. People who have strong interpersonal skills work well in groups, provide others with needed aid and dedication.

These skills are highly essential in today’s challenging work places. Those who can regularly improve their skills are considered invaluable and are likely to be retained and sought after by many organisations.  This explains why most individuals undertake on-job trainings, take study leaves to further their studies and also attend workshops and other forms of trainings.

There are also other skills that are highly important for any leader, and managers in particular. These are skills that ensure the leader is consistently a source of inspiration to his or her followers. He or she must find a way to encourage others to strive toward achieving top value and excellence how they perform. A good leader or manager must possess all or some of these essential skills:

Monitoring skills

The manager must be in a position to keep an eye on the performance of employees on a regular basis. They should keep checking this performance in rather conventional ways. This is possible if there are a set of events and policies guiding the process of monitoring the performance so they do not appear to be intrusive. Employees will not find any monitoring initiative invasive as long as they have been acquainted with the rules and policies. And this can go a long way in improving the organisation’s performance.

Observation

Leaders often tend to be preoccupied with a lot of activity that demand their attention and easily fail to cater for the element of observation. But the value of observation skills should not be overlooked. Through observation and characteristic visits to a leader’s work environs, the individual is in a position to monitor progress and identify potential issues early enough. A keen observation ability also provides one with a chance to spot avenues for growth right on time to enable the organisation to implement any necessary changes in good time. These make observation an essential skill required of every individual in a position of responsibility.

Decision making

From time to time, a leader will be expected to make decisions that affect the very survival of an organisation. And if you are in management of the organisation, the responsibility is even much heavier. You have to make some very critical decisions on behalf of the organisation you are working for. Decisiveness and good decision making skills are therefore vital as part of the basic traits required of a good leader. The leader must however be in a position to know where flexibility is necessary so they can take in advices from others to arrive at rich decisions.

Research skills

Progress is better made when you can carry out investigation on an ongoing basis and review every decisions arrived at different points. Any issues that arise need to be captured in the decisions made for the sake of the organisation being served. This is very important so as to stay ahead of competition in business. Good leaders are able to make accurate assessments of situations and use information gathered to make needed assessments in good time. Research enables the leader to place the organisation strategic for growth and prepare it for the future.

Task 2

The second section of the file covers a personal assessment of your skills and development plan.  You must:

• assess your personal leadership and management skills and identify the personal development required to support the achievement of organisational objectives

My strengths

I have a strong academic background in business development and two year’s work experience as a business development executive. Over the past two years I have realised that I am effective in dealing with budgets and sampling business trends to forge an effective business plan. I am also good at managing staff and dealing with conflicting points of view

My weaknesses

These are a few elements that I feel are threatening my effectiveness to deal with tasks. I tend to be less productive when I am faced with multiple tasks at the same time, and pressure of work when the task at hand is highly demanding. I have a problem multitasking. I also noticed that my poor background in IT is affecting me in a number of ways.

Areas I have improved over the last one year

Over the last couple of months I have realised a great improvement at dealing with pressure. My interpersonal skills also got sharper and I am more effective in a team environment as compared to when I joined this profession. I handle pressure of work better and can deliver multiple demanding tasks with more confidence now.

I owe this improvement to:

Working with different people and learning from them a few things that are vital in my area or work. Continued practice has also helped me get hold of myself at intensely demanding circumstances.

My progress over the last 12 months has been hindered by:

Limitation of time. I have wanted to carry out personal development in IT but there has been little time for that. I have been unable to pursue on-job training to sharpen these skills. This has slowed me down. I have also been held up with demanding tasks as the organisation was undergoing internal restructuring and my services have been vital for the successful launch of the milestone.

For the next one year I would like to:

Restructure my time. I must accomplish the things that hold me back. I intend to take up some quality IT classes and reallocate my working hours so I do not go with unfinished work at the end of each working day.

• Assess the opportunities for the development of your leadership and management skills

I have great prospects for improvement. Most of my heavy workload was resulting from the fact that our organisation was undergoing restructuring. But that is complete and the organisation has been restored to normalcy. I also have a supportive management team. The CEO is highly supportive and I will likely get a great environment for growth. All the resources I need are available and there is no reason why I may not succeed in this important step.

The following table outlines personal development plan giving clear objectives and strategies or developing leadership and management skills.

Task 3

A development plan should be aligned with the established development process. The plan has to involve a self-evaluation aimed at finding out personal weaknesses and the strengths that can be used in overcoming the weaknesses. The plan should then outline the targets and the action plan to be used in meeting them. An evaluation procedure should be outlined in the plan to show how an assessment will be done to find out errors that may arise (COLEMAN & GLOVER,2010). The evaluation will determine whether the implementation process is in line with the set objectives. A self-evaluation is necessary in finding out the weaknesses and what needs to be done to manage the weaknesses. Out of this understanding, one is able to come up with objectives which match the overall organizational goals so that there is continued harmony between the two.

Action plan

As a manager of an organization, the plan involves taking the shortest time possible to improve my performance in accordance with the relevant skills and gain power. The development plan will outline the process through which I will carry out a self-assessment, to find out my weakness and the strengths that I can use to manage the weaknesses. The outlined strengths present a good strategy I can use to manage staff through specific leadership and management skills. In order to improve my performance, I will be able to concentrate on reducing vulnerabilities.

Developing personal skills is necessary in the evaluation of my performance, and given that it is important in leadership and management to ensure improved performance. It is therefore important to work on the development plan in the interest of the company to reduce the time needed to learn the skills and abilities. It takes one year to gain leadership and management skills, which is a long time. it is necessary for the company to gain from  such experience , which will be translated in increased profitability of the organization. The objective tasks during the period. The skills that will be relevant include:

1. Strategic thinking: Learning to step back from the day-to-day tactical details of my business and focus on the “why”, not just the “what” and “how”.
2. Listening & Coaching: Use active listening, open-ended questions, body language, and eliminate distractions that may hinder my ability to hear. It involves working with daily reports so as to create individual development plans.
3. Financial acumen & Collaboration: Learn how to understand, interpret, and use “the metrics” to improve everyday financial goal and encourage others to do so. Work on relationships with my colleagues dealing with financial reports. Be a better associate, understand their goals and needs, and learn to work together to help achieve each other goals.
4. Leadership presence: plan my activities in such a way that my presence will be felt among those staff that I delegate duties. This will be possible if an effective communication process exist.
5. Time management: Learning ways to work more efficiently and prioritizing tasks. Time management involves the manner in which time will be divided among different activities. (FARCHT, 2007)

The plan outlines various characteristics of a good leader:

• Efficient in problem solving
• Have high self-confidence
• Good communication skills
• Adaptive to change

The revised development plan outlines the strategies through which personal skills and abilities can be improved within a short time. The needs for more managerial training should be identified and a plan well developed to take advantage of personal growth opportunities. Communication enhances sharing of information about personal skills improvement and recognition of abilities. This will bring about effective team work which will facilitate achievement of organization’s goals and objectives.

When it is mentioned the company objectives, the company required to get more sales and more profit. Same time they required to fulfill the customers and provide them what they need. For that it is important to match the objectives of the plan with the company requirements. To obtain the company objective manager has to perform well in his job and for that he has to have the necessary skills with him. Therefore it is important to have negotiation skills, communication skills and the leadership knowledge with that person to perform well in his job.

Personal development evaluation

My activity helps me to develop my skills. I developed my planning and organizing skill by attaining time management and project management to maintain manage my time and project properly. It also helps me to set specific goal and attainment of the goal. To develop the managing other I have undertaken human resource management course and volunteering on fund raising for local football club. It helps me to understand understanding human behavior. It helps me to motivate the subordinates as well as my co-worker. Volunteering service help me learning skill to manage people who with no interest in regarding field. My delegation workshop to helps me to delegate works to other understanding the capacity and ability, willingness to do the job. It sharpens my delegation skill in wide range. As a president of management club, I learn how to delegate work to designation with motivation. My online communication skill helps me to interact with people more efficiently. It develops my oral as well as written skill of communication and presentation skill. My debate competition participation helps me to become a well listener, establish logical thinking for competitor and challenge other thinking with critical reasoning. My motivation session helps me develop persuading others skill. It helps me to estimate the focus, need, ability of the other party so that I am able to persuade others with their needs, which result in efficient outcome. My persuasion training session helps me to providing proper instruction, monitoring and give feedback to others work. To develop inspiring others skill, I attended motivation training which results in understanding the employees needs, ability and willingness to attain the organization objectives. In my volunteering session in rehabilitation center I develop motivating skill to depressed persons. (Griffin, 1990).

Areas of further development and updated personal development plan

Recognizing how the skills and abilities I have recognized can be transferable to the various contexts such as the work environment.

Having a planned future which is focused on improving employability in managerial positions.

Good preparation  to decrease the risk of deviating from my development plan.

Conclusion

Even though I still have much to study on IT, I am already capable of dealing with the basic programs necessary for my areas of work. There is still room for sharpening my management skills but so far the personal development plan has been a major success.

References

Adams, B. & Adams, C. 2009, “Transformation”, Leadership Excellence, vol. 26, no. 2, pp. 14-15.

Amabile, T. M. & Khaire, M 2008, “Creativity and the role of the leader”, Harvard business review, vol. 86, no. 10, pp. 100.

Ayman, R. & Korabik, K. 2010, “Leadership”, American Psychologist, vol. 65, no. 3, pp. 157-170.

Boulter, J. 2010. Recovery Leadership. Leadership Excellence, vol. 27, no. 1, pp. 13-13.

Brown, T. 2009. Leadership in challenging times. Business Strategy Review, vol. 20, no. 3, pp. 36.

Dixon, M. L. & Hart, L. K. 2010. The impact of path-goal leadership styles on work group effectiveness and turnover intention. Journal of Managerial Issues, vol. 22, no. 1, pp. 52-69.

FARCHT, J. (2007). Building inspirational tools & personal techniques for work & life leadership. [Garden City, NY], Genesis Publishing.

COLEMAN, M., & GLOVER, D. (2010). Educational leadership and management: developing insights and skills. Maidenhead, Open University Press.

Fairness in Employment

Organization should ensure that their employees are motivated; one of the ways to ensure that they achieve this is by ensuring that there is fairness in their places of work. Fairness in employment can be defined as that feeling that employees have when they know that their rights are respected and they are treated equally and fairly without bias. Employee’s perception of fairness has a large impact on their behaviors and attitude towards their work.  When there is fairness in employment employees are more likely to engage in activities that will be of benefit to the organization.  Employees are more motivated when they know that the organization resources are fairly allocated and that the organization decisions are also made fairly (Rosenfeld, 2007).

Fairness in employment decision calls for equal treatment of all employees.  Employees are concerned on how their supervisors treat them. Employees not only expect their employers to treat them fairly but to be also responsible citizens. They are also not only concerned about how fairly they are treated but they are as well concerned about how fairly they colleagues are treated. From previous research, psychologists have pointed out that unfair treatment in the workplace affects the physical and emotional heath of employees as well as their overall performance. A sense of justice leads to loyalty, commitment and more importantly a sense of well-being (Schmitt, 1989).

There are different ways that employees can view fairness in employment. A good example is when employees assess whether they receive an equal reward on whatever they are giving the company, may be in terms of salary and benefits. Another way employees assess fairness is by considering whether the decision made on promotions, demotion, salary increment, and recognition are based on merit.  Employees also consider fairness based on how they are treated in comparison with employees who are working in the same sector and with the same qualification and skills (Loden, 2001).

In accordance with the equity theory, employees view a situation as equitable when employees who give similar inputs receive the similar outcome.  Equity theory points out that individual judge on fairness based on how others like them treated.  Employees who receive inequitable treatment are emotionally motivated to gain equity and in case the inequality persists they may react differently. For instance, they may decrease in input by reducing the amount of effort put in company’s project, become resistance, push for more output, loose trust in the company’s leadership and at times they may quit (Tanner, 2016).

There are different methods that can be used in determining whether bias is present. To begin with, the employee can assess the organizational support by considering the environment and considering whether there is an opportunity for professional development. Employees will consider a workplace where there are given a chance to grow in their career by taking challenging tasks, having mentoring programs or career talks as more equitable compared to an organization where such services may not be available (Conway, 1984).

Another method that employee can use is considering organizational flexibility. Organization flexibility is the degree of flexibility offered by the organization in terms of work schedule and how tasks are completed.  When an employee is forced to work overtime without pay or forced to work during their off day's employees consider this as unfair. Employees are also concerned on how the work is completed for instance they consider whether they are given sufficient time as well as enough resources to complete the task (Schmitt, 1989).

 Another method that employee can use to determine bias is by considering the organization diversity, that is whether an organization values the type of diversity among employees. Employees consider a company that values employee’s diversity as fair. Diversity will mean equal employment opportunity in terms of promotion and salary regardless of the employee origin and beliefs. It also means a suitable work environment that gives each employee a chance to fully express themselves and being in a position to create dialogue. Managers can as well organize social gatherings and business meetings (Loden, 2001).

 The other method used is by analyzing the employee turnover. High employee turnover may be an indication of unfairness in the workplace. Unfair work environment makes employee loose morale and develops a poor attitude towards they work such that whenever they get a chance to work in another organization they never hesitate. At times the employees give up on the company and quit. One can also determine bias by considering the supervisor's support. In case the supervisor does not treat his/her juniors fairly. For instance when called to evaluate job performance the supervisor may be biased by giving high ranking to people who do not deserve that or may not distribute work fairly (Schmitt, 1989).

I will also consider the companies work environment and generally how employees are treated particularly comparing it to people within the same level. Using all of the above methods I can judge whether there are fairness and equitability in the workplace.  A company that embraces workplaces diversity, organization support and flexibility as well as low employee turnover can be an indicator of fairness in the employment (Schmitt, 1989).

Manager Motivation Scenario

A decline in company’s profit

• Inform the shareholders why the losses has occurred or why the organization profit is affected for example;
• As a result of the new technology, large amounts of money have been used in training the staff. The new tool requires technological skills so that the organization operations can be executed effectively. In order to achieve the performance standard, the new application required a technical support.
• The new technology requires maintenance cost and the organization has spent a high amount of money for the same. Thus, the profitability has been reduced for system upgrade and the process must occur to prevent system breakdown.
• The company cost has been added in security issues. Due to both internal and external threat, the company has spent money for employee monitoring on privacy issues.

Layoff

• The organization will deduct workers in order to reduce the cost, increase productivity as well as productivity.
• In communication, I would involve all organization units so that everyone can express his views
• Provide a timely communication and notification schedule for the employees intended to be deducted
• Provide a clear rationale for reductions and give the employee an opportunity to express their concern.

Motivation

• Schedule meeting and communicate with the group left about the situation, the reasons for action and the short-term effect
• Be empathetic and allow them to express their thoughts and emotions.
• Set goals, remove needless duties, create a well defined culture and reconstruct the organization structure so that all organization members can achieve a common goal.
• I would also inform them that the leadership team will be supportive in overcoming the challenges which may be met.

Leadership and management

Leadership is the ability of an authority to influence and motivates employees in the organization towards the effective work and success in the organization. Management is a way to direct and control a group or more groups of people for the purpose of bringing together harmony towards the goals set in the organization. This paper is focusing on differences and similarities of leadership and management.

The general differences of leadership and management are leader purpose in the organization is to lead the employee while manager work in the organization is to make profitability decision so as to meet the goals set in the organization. Leaders set goals of an organization depending on hi/her personal qualities unlike manager follow the goals and manage an organization toward the goals.

Similarities between the leadership and management are that they act together if vision is clear and well communicated whereby they establish the goals, making assignments and managing the employee to task on the goal in the organization. Manager and leader share one thing in common for a manager can be a leader and vice versa because a leader who leads effectively, when it comes to checking cards and reviewing employee is the role of a manager but a leader can do it well. Likewise, a manager can perfume a role of leader by leading the employees and tackling the problems as a leader does.

Leadership and management are two terms confuse people. But the differences and similarities in this paper clearly focus the role of the manager and of a leader as well as they have similar roles in the organization. In the same case, a manager can be a leader and a leader can be a manager because both of them process in the involvement of success towards goals set.

A PROPOSAL TO RESEARCH THE EFFECTIVENESS OF KNOWLEDGE MANAGEMENT TO HOMELOANS LIMITED

Executive summary

Knowledge management processes are based on all the structured facilitated dialogue which aids in extracting and exchanging knowledge amongst teams and individuals.  Nevertheless, its main role is monitoring, championing, as well as supporting the management of knowledge for the organization (Holsapple, 2004).  Understanding the additional role will enhance more complex context for better result from the management of resources, planning, problem-solving and decision making activities which are essential in running the business.

Introduction

Knowledge management is regarded as being the framework which used a business enterprise in designing processes, structures, and goals so as to be in the position of making use of what it knows best in learning as well as creating value for his clients and the entire community (Holsapple, 2004). This then means that there exists no single recipe for the management of knowledge. Every organization has to think through when designing its own approach.

The roles and structures, the processes and practices as well as the tools and platforms is the one which will have to be given greater consideration in executing effective strategy. By considering all these will mean that this organization will be able to highlight special strengths it has in achieving the set objectives of its establishment. This document proposes a review of the suitability of KM in fostering the daily economic activities of the Homeloans ltd as well as accessing various socioeconomic factors which impacts it (Wang et al, 2001).

Mission statement

The knowledge management association promotes learning and professional development through coordinating knowledge professional in organization in an enriching and fulfilling environment (Wang et al, 2001).

Business objectives

 The KM association assists in developing the discipline of knowledge management through the creation of community of KM practitioners who;

• Work collaboratively in improving as well as advancing the KM strategies to be used in enhancing the all the activities of the Homeloan ltd
• Offer connections which assist the practitioners from all regions or industry so as to build up expertise and skills while developing their professional work.
• Provide resources and forums which will be used in creating a body of knowledge around specific and general industry practices.
• Share all the benefits realized around the globe (Boughzala et al, 2010).

Current offerings (product/service)

The efforts of knowledge management majorly focuses on the objectives of the organization for instance improved performance, innovation, integration, competitive advantage as well as the continuous improvement of the organization. This is to say that for the Homeloans ltd, these efforts overlap the learning to be put forward hence it can be distinguished from that through greater focus on the general management of knowledge as a premeditated asset as well as through encouraging the sharing of knowledge (McInerney & Koenig, 2011). This makes KM to be regarded as an enabler of learning of this organization.

Additionally, knowledge management team facilitates decision-making process as well as eliminating the duplication of efforts hence improving the rapture of information, its sharing, and the external and internal outlook of the organization. For this business, these solutions range from high level strategy development to categorization and organization of information. 

With this at hand, there will be adequate or extensive sharing of the best practices through reusing of information, improving its response time to internal and external customers, and facilitating innovative processes through collaboration (McInerney & Koenig, 2011).

Value of knowledge to the business operations (knowledge application goals)

The management authority of the Homeloans ltd is much concerned about the value of knowledge to their business operations. First, it should be noted that the current roles of the KM consist of intermediation, externalization, internalization, cognition, and measurement. With intermediation, the KM team assists in brokering or transferring of information between appropriate knowledge provides and its seeker. This is to say that is boots the matching of knowledge seeker with the optional sources of knowledge for such a seeker. This ensures that there is efficiency in the transfer of ideas.

Externalization means the general transfer of information from the holders’ minds to external repository through the use of the best means available. Since this function ensures that there is the sharing of knowledge, business or competitive intelligence comes in. With the availability of the KM tools, it is easier to track large quantity of information regarding its competitors.

 Internalization basically refers to the extraction of knowledge from any external repository available and then filtering it so as to offer relevance to the knowledge seeker (Watson, 2003). The reason for this is because information needs to be presented to the users in a form which is most suitable to its comprehension.

Therefore, KM assists in its interpretation and reformation of the presentation of this information. As a means of implementing this function, the KM team encourages the building up yellow pages which will enable the management authority to map and categorize the skill or work experience of their enterprise in connection to the documentation of the best practices. Similarly, cognition id the function of systems which aids in making decisions based on the existing knowledge. KM boosts the application of knowledge which might have exchanged because of the three preceding functions (Watson, 2003).

Another point of concern lies in the last function is measurement. This will entail all the KM activities which assists in measuring, mapping ant quantification of the corporate knowledge or the performance of the KM solutions. This function enables the KM to spice the other functions rather than actually managing the knowledge itself

Environment or context of the KM (competitors, organizational culture, organizational structure, leadership, etc.);

 Culture refers to the way in which an organization solves its problems so as to be able to achieve its objectives and maintain itself. With respect to that, trust is perceived as the main prerequisite to KM’S culture. This is attributed to both the inter-group and the intra-group human relationships. Within KM, it fundamental that each individual trusts their co-workers since knowledge ought to be shared and used appropriately (O'Sullivan, 2008).

Since the failure of many business enterprises is brought about by various cultural factors, the culture environment of the Homeloans ltd will be perceived as a crucial aspect for KM. In this, knowledge will always flows vertically from supervisor to supervisees. This then means that the proportion of knowledge employees becomes larger hence the need of developing horizontal flow knowledge or the sharing of knowledge amongst workers as well (O'Sullivan, 2008). Its expansion merely calls for change of the mercenary culture to the networked one that will accommodate sharing of knowledge as shown below;

                                                   Solidarity

                                    Mercenary           communal

                                                                                                Sociability

                                    Fragmented         Networked

On the other hand, Km has a diversified organization structure as shown;

dsu

The above structure is the one which assists in defining all the roles to be carried out by different individuals at different levels. For instance, the duty of the chief management officer (CMO) is maximizing all the values of the business enterprise through the aid of KM strategies. This in return ensures that there will be the building of culture climate of information sharing as well as organizational learning. Other individuals like the chief human capital officer will act as the policy analyst with the KM initiatives hence facilitating efficient human capital policies and other programs (O'Sullivan, 2008).

With this in mind, it means that the KM profession will be expanding from its consulting service to the internal organization functions and academia. As much as the professional body is growing, it means that all departments within it and seeking KM professional will have to form adequately to form the basis of its functioning. The reason for this is because various codes of practices are also being formed for the purpose of covering and ensuring that the professionals are responsible for conducting ethical business.

Audit of the current knowledge assets

I propose to review the current considerations which are put forward for the purpose understanding the auditing process. First, knowledge management has an efficient means of auditing all its functions or matters to be considered whenever any duty has to be carried out. This approach usually begins with a much more holistic or user-centered and not majorly with the auditing of the existing document (Wrench, 2013). The reason for this is the need of analyzing the procedures so as to better understand the benefits which will arise from the improved sharing of knowledge to specific individuals within the organization.

Conversely, I propose that the acquisition of sufficient knowledge is now becoming more and more valuable unlike the traditional tangible or physical assets.  Therefore, with KM the auditing of the current knowledge assets will first begins with differentiating between physical assets with knowledge assets. The reason for this is to ensure that their maximum utilization of this assets so that reasonable revenues can be generated from each.

Analysis of the needs for KM

Considering our contemporary economy, it is evident that more and more business organizations are recognizing that fact that to acquire and maintain their competitive advantage they ought to ensure that they have explicitly managed their cognitive resources. Because of this reason, the KM team requires that management authority of the Homeloans ltd should first understand how they can be able to identify as well as evaluate all the available knowledge assets within their enterprise (Wrench, 2013). Moreover, they should be able to know how to effectively these assets so as to be able to achieve the competitive advantage.

KM issues

Usually, applied ethics are used for the essence of examining specific issues which are matters of moral judgment. Some of these issues include the knowledge management attributes which continue to recur. For this organization, this will entail the addressing of the tactic and explicit knowledge forms. The reason for this is because it is this forms which assists it in the reusing of knowledge which has been codified, disseminated, and captured (O'Sullivan, 2008).

KM cycles/models suitable to the organization’s needs

                                                Assess

        Update                                                                      contextualize

From this cycle, it is clear that consulting companies usually reuse project proposal template so as to be in the position of conveying the brand of the company, contain useful reusable of objects for example company description, testimonials and so on. The reason for this is to ensure that there is the reduction of time taken in completing tasks and helping maintain higher standards regarding the quality and quantity of work to be executed by the organization (I.R.M.A, 2012).

I therefore propose that the benefits to new workers will be plentiful as they will be given the capacity of attaining ‘day one’ performance through performing fairly. Consequently, the KM requires that in order to be able to support such an organization, it must provide all workers with access to business’ memory so that both the business and its workers improve as a whole. Corporate memory is always incomplete since it only captures explicit knowledge. Because of that, valuable tactic knowledge also needs to be put into place so that added corporate memory is to be made available (McInerney & Koenig, 2011).

Typically, the essence of problem solving, good analysis, initiative design, innovation, and effective project management entails much tactic and not explicit knowledge alone. Therefore, my believe is that by ensuring that tactic knowledge is put in a principle role as well as cultivating it in a knowledge environment, KM can be able to play a crucial role application development more so in reuse.

Project tasks (for acquiring KM skills, addressing ethical/culture issues, building learning organization, maintaining knowledge continuity; developing organizational memory, transferring knowledge, etc.)

Risks

In addition to that, knowledge management does not go on isolation. There are various risk factors which accompanies it. In most cases, the general lack stakeholders and executive commitment tops the list. This is frequently followed constant change, bad requirements and resources as well as bad project managers. This then means that identification of these risks is the one which will tend to bring out enough negative emotions or finger pointing. Some of these risks include; inaccurate estimates for the project, lack of scope for the activities, absence of change management system or processes and so on (Boughzala et al, 2010).

On the other hand, knowledge management (KM) consists of professional management discipline and other sets of practices which aids in improving the ability of teams, transfer, individuals and reuse knowledge assets in enhancing the performance outcomes and innovation.

KM ethics

Ethics is important in that it assists in establishing a framework for the purpose of making organizational or individual decisions based on the values as well as determination of what is right from wrong (Gray, 2002). Moreover, there are various ethical rules which have been developed by the KM team in fostering its activities. Some of this includes things like golden rule, universalism, slippery slope, perfect information rule, social contract rule and so on.

My suggestion is that Km will efficiently deal with the methods to be used in producing knowledge and integrating it in return. Transparency or the openness with regard to knowledge and its processes ought to be perceived as being a fundamental strategy for KM problem. Through the inclusion of higher proportion stakeholders in the production and integration of knowledge, the business enterprise will be given the opportunity of availing themselves for quality control over knowledge as well as the participation of more stakeholders in the process (Gray, 2002). This in return adds to the depth or the breadth of the activity of the organization. Prevention, detection, reporting, and investigation are the four tactics which is dependent upon by the KM team.

To the operation of business organization, the value of knowledge is quite diverse. Majority of its roles are always directed into the improvement of the services as well as the products it offers to it, its customers, and the entire community. Some of these include; promoting KM with the enterprise, managing and acquiring internal or external knowledge and facilitating the extensive recording of important knowledge to the organization’s memory (Maier, 2007). Moreover, KM team will foster the structuring and codifying content learning activities.

Estimation of costs

In the process of estimating costs to be incurred in the application of KM in the Homeloans ltd, a budget should be drafted. A budget is basically the expenditure and expected total returns per annum which is based on estimates of the income that accrues to the unit in a business enterprise. Since it is a formal written financial statement, it is expressed in a formals written statement of the enterprise’s plan for the future (Kimiz, 2005). Conversely, there are various features for a good budget plan for estimating all the costs to be incurred whilst the application of KM in homeloans ltd. First, in budgeting for KM, a financial plan that contains projects and programs should be drafted. Next, a fixed duration of time, typically one year should be adhered to so that the estimated expenditure and expected returns of KM in this organization will be computed efficiently.

Moreover, in computing these figure, an authority which incurs expenditure and collects returns need to be in the for front in ensuring it works efficiently once it is to be approved. Including all the financial activities which fosters the application of KM in the above organization is mandatory. Some of the activities include; decreasing the number of consumer complaints, unsolved problems, and time for marketing the newly developed product and service and increasing the period of km by a certain percentage (Kimiz, 2005). 

Significance or benefits

In relation to above considerations, there are various benefits which will arise from the application of KM strategies. First, I propose that with it in place, the organization will be able to find, map, gather, and filter relevant information. Second, it will be easier to develop new knowledge through the identification of relations amongst items and the general sharing of information.  This is to imply that there will be a wider conversion of personal knowledge or information into joint knowledge resources, understanding, or learning and addition of value to information so as to create knowledge for both the organization and the customers (Maier, 2007).

 Additionally, there will be an enabling action to be implemented via knowledge management and performance as well as the efficient processing of knowledge resources to be shared through delivering explicit knowledge. This in return will lead into the creation of adequate technical infrastructure for the business enterprise. In other words, monitoring, championing, as well as supporting knowledge management for the whole organization is the major duty of the KM team which fosters such benefits (I.R.M.A, 2012).

Conclusion

Knowledge management (KM) is perceived as being a significant factor to the successful undertakes for a project. The modern nature of business projects requires the use of successful knowledge management practices for handling various issues for example rework and knowledge leakiness. The project management office (PMO) is a department within an organization which has the responsibility of facilitating and overseeing organizational project as a whole.

 Moreover, in the process of providing wide categories for research, this document proposes that there is the need of formulating research questions which are to be examined through the use of the developed framework. The result of this indicates that the creation as well as capturing of knowledge is the two major processes unlike transferring and reusing of the information.

With respect to that, I suggest that project management cannot be taken as being an integral part of knowledge management as it still remains to be one of the privileged attributes of the Homeloans ltd project. Therefore, knowledge management project administration will have the capacity of meeting in knowledge master which is a suitable for strategic management in the business regardless of its size. Other than having computation and control system, the user will be given the opportunity of benefiting from its integrated management system.

References

Holsapple, C. W. (2004). Handbook on knowledge management. Berlin: Springer.

Wang, K., Hjelmervik, O. R., & Bremdal, B. (2001). Introduction to knowledge management: Principles and practice. Trondheim, [Norway: Tapir Academic Press.

Boughzala, I., Ermine, J.-L., & Favennec, P.-N. (2010). Trends in Enterprise Knowledge Management. London: Wiley.

McInerney, C. R., & Koenig, M. E. D. (2011). Knowledge management (KM) processes in organizations: Theoretical foundations and practice. San Rafael, Calif.: Morgan & Claypool.

Watson, I. (2003). Applying knowledge management: Techniques for building corporate memories. San Francisco, Calif. [u.a.: Morgan Kaufmann.

O'Sullivan, K. (2008). Strategic knowledge management in multinational organizations. Hershey, PA: Information Science Reference.

Wrench, J. S. (2013). Workplace communication for the 21st century: Tools and strategies that impact the bottom line. Santa Barbara, Calif: Praeger.

Gray, D. (2002). Learning through the workplace. Cheltenham: Nelson Thornes.

Maier, R. (2007). Knowledge management systems: Information and communication technologies for knowledge management. Berlin: Springer Berlin.

Information Resources Management Association. (2012). Organizational learning and knowledge: Concepts, methodologies, tools and applications. Hershey, PA: Business Science Reference.

Kimiz, D (2005). Knowledge management in theory and practice. Elsevier Butterworth–Heinemann

Stakeholders

Stakeholder management can be defined as an important discipline which successful architecture users can use to get attention from others in order for the project to succeed. If the stakeholder is successful the most powerful stakeholder will be identified and the input will ensure the support and improvement of quality. The team can also identify the conflict between the competing objectives within the stakeholders and resolve them as soon as possible. The input of most powerful stakeholder will help in engaging and winning a lot of resources hence enterprise architecture (E.A) is likely to succeed. This management will help by communicating with stakeholders more frequently and the team will understand the E.A process. The E.A team will be more effectively and can build into the plan that the action will be needed to target on the [positive reaction as opposed to negative ones. It essential in to identify the individual stakeholder's group within the organization who are likely to develop the enterprise architecture and come up with gainers and losers and  develop a strategy for solving the arising issues.

The program executive sponsor

This stakeholder has an interest on time, on budget delivery of the system to get the realized benefits for the Department of Motor Vehicle and its customer. It incorporates all the senior management which includes government agencies in one of their biggest branches in the country. This stakeholder is interested in the bottom line results of the entire organization. Department of Motor vehicle has many outlets that utilize the combination of technology and provide good services to all its subnets (Splash, 2007).

Head Department of Motor vehicles

This stakeholder is redesigns to an integrated system to manage all the other stakeholders like customers and any other business partner, this stakeholder-run the overall check of entire business operation. This is one of the administrative infrastructures that will provide the flexibility required by the user of the business in order to change the flow of work in any need of the rule of the business. The higher staffs that have the bigger roles have the capability of controlling the system and are able to manage their data well by use of the secret password and personal identification numbers (Commonwealth of Virginia, 2007).

Chief financial officer

This stakeholder is interested in making sure that all financial record is kept in check and up to date by handling reconciliation and distribution of funds to all the operational departments. This department is also responsible for making sure all the resources allocated are not misused through auditing processes and oversight tracking any unusual transactions in a well-organized manner. It also consolidates the desperate applications by putting multiple systems within an integrated data source like infrastructure services, interfaces, and financial services like tax processing (Commonwealth of Virginia, 2007).

Program management office

This stakeholder is shown the organization structure and organization strategy. With help of this strategy organizations are able to time more accurately on time and budget hence very easy to meet the targeted goals. The will be less failed projects, production will be high and a lot of cost saving as there is no waste or under budget projects. This stakeholder will be very keen on the inventory control and proper use of assets (Commonwealth of Virginia, 2007).

Line Managers for service Delivery Areas

This stakeholder will provide a specific chance to approach its target by use of well-organized delivery of services. This stakeholder will focus on service delivery and supports all the departments to provide the view of the customer by coming up with the required data. The customers and business partners will enter into a process which takes care of the service delivery and it will conjunct every aid function of all the activity which have a way of helping in the various way of making payments to have presentable (Commonwealth of Virginia, 2007).

Credentialing and Tax processing Specialist

This stakeholder is interested in the giving a proper test to drivers and issue them with the license, there is also well registration of motor vehicles and trailers, fuel distributors licensing, regulation of rental car companies and school bus driver training. After success, a credit will be issued which will be renewed and updated regularly as monitoring is put in place. Some pin and approval authorization will be used as monitoring service. The tax consultation department will be used in the processing of taxation payment and returns and any other supportive functions (Commonwealth of Virginia, 2007).

Customer service specialist

This stakeholder is interested in making sure all customers in a company any other company stakeholders needs have been satisfied. This stakeholder has improved efficiency by putting the best practice of business process re-engineering within the project (Commonwealth of Virginia, 2007). There is also a customer – centric model implementation which has increased customer relationship. The services have been made in a variety hence allowing multiple channels of offering transactions. There is also an integrated financial component which facilitates the ability to allocate revenues to collect accounts.

Security officer

This stakeholder is interested in improving security. It has provided increased access to information by use of single sign-on and a very limited access to the data. The data can be only processed by authorized users. By improving authentication tracking is a simple and liable person will be identified hence creating a secure and able security model. The security had also been enhanced by the use of ID verification in order to limit fraud because the duplicate records have been eliminated. The single customer record has been made and it’s very easy to track the patterns if there is an unusual or suspicious transaction. An alert system has been in place for a potential safety and to evade risk management issues and restrict user roles responsibility in order to accommodate multiple users to support division of work and specialization (Commonwealth of Virginia, 2007).

C.I.O

This stakeholder is interested in organizing communication and information technology. The department of Motor vehicle has many outlets that mostly utilize the combination of technologies in order to provide good services to their internal and external customers. The main department has several third-parties hosted systems that support a number of business functions like the use of technology to set platforms for interaction and communication (Commonwealth of Virginia, 2007).

Application Software Developer

This stakeholder is interested in forming its own software and hardware management by utilizing some servers and operating systems hence reducing the cost. Department of Motor Vehicle had been connected to the headquarter by use of T 1-speed Circuits. The headquarters has the wireless connection. It also has a circuit connecting them to Virginia Technology agency (Commonwealth of Virginia, 2007).

IT Operation Manager

This stakeholder is interested in making sure all the technical needs are applied. The CSI redesign comes up with a good internet connection between their headquarter and the customer service. The department was able to come up with internet cyber sites and online dealers and other business partners like insurance companies through online (Commonwealth of Virginia, 2007).

References

Commonwealth of Virginia. (2007, August 31). Retrieved from Department of Motor Vehicles: http://www.dmv.state.va.us/csi/pdf/rfp.pdf

Splash, C. L. (2007). Deliberative Monetary Valuation (DMV) In Theory. CSIRO Sustainable Ecosystems.

Discussion 2

Sharkey’s behavior and actions are unethical according to the ethical framework. Whether the claims were true or false that is an irrelevant matter. Rumor mongering is a behavior that should not be tolerated within any organization as it is detrimental to the orderly form of a conducive working environment (Bagley, 2003). As a result of such a behavior all the workers will always have a questioning mind on the assignment, promotions, pay rise among others that they are based on merits. All decision of the management will be tainted and making it nearly impossible for the managers of the organization being respected as faith will be lost in respect for talent and skill. Such damage to the organization cannot be corrected through public relation campaigns despite the efforts (Bagley, 2003).

Rumors can be extremely damaging and can spread in any workstation fast without any exception, damaging an employee’s image and character. Such an act can potentially reduce the productivity of an employee.  This is because they are counterproductive and hurtful to the injured party even though it does not mean deformation of character (Bagley, 2003). The human resource manager should act diligently by trying to find out the truth rather than just accepting the opinion of Sam wanting Sharkey to be fired. It is wrong ethically and morally to gossip about a co-workers as it can have great and negative impact to the employee and the organization and the shareholders at large which means that Sam should serve as an example to others that such behaviors shall not be condoned by the organization in order to put a stop to such behavior in a work environment (Bagley, 2003). A message of the employers has the mandate to control the spread of rumors in the organization to enhance a positive working environment for all employees should be passed.

Reference

Bagley C E (2003).the Ethical Leader's Decision Tree. Retrieved from file:///C:/Users/HP/AppData/Local/Temp/The%20Ethical%20Leader%E2%80%99s%20Decision%20Tree.pdf