A Studies about Succession Planning and Career Development in Public Utility Organizations
Abstract:~ This paper compares and contrasts the drivers behind the two programs and how their distinct requirements addressed challenges that are common to all utilities regardless of size or location. In the first case, the utility had a mandate from their governing board to achieve certain organizational and financial goals. The paper will further elaborate on how these driving factors were specifically addressed. Certification programs for both operations and maintenance personnel were developed and implemented as a means of improving employee skills and reducing dependence on outsourced services. Additional benefits realized from the program included an increase in employee morale and improved employee buy-in and participation in suggesting programs for improvement. One of the greatest benefits for the utility was the ability to capture institutional knowledge that would have been lost had these programs not been successfully implemented.
Introduction:~ The District of Columbia Water and Sewer Authority (DCWASA) and Orange County Utilities (OCU) in Orlando, Florida each have a story to tell about their programs for training and certification of their operations and maintenance staffs. These two utilities exemplify organizations that face the looming challenges of supply and demand for skilled operations and maintenance personnel. An aging workforce, limited training resources, tight budgets, rapid advances in technology, aging infrastructure, and other time- and resource-intensive factors produce barriers that utility managers must overcome. This paper focuses on how these two utilities addressed challenges within their workforce. Among utilities nationwide, workforce, economics and regulations drive the demand for high performance. Keep reading…
Studies about Organisational resilience: Australian
The concept of ‘resilience’ as a formal business paradigm is still relatively young. However, as noted in the preceding position paper, there is a growing awareness of the need to develop the right behavioural attributes within an organisation that embrace and support the concept of resilience as a normal part of everyday business planning and practice.Becoming more resilient involves the deliberate application of a range of tools, strategies and business paradigms that many Australian businesses will already be familiar with.
Adaptation is required when circumstances change, demanding a change in the business focus, structure and processes. It is where experimentation, learning and divergent thinking are required to open up and explore new markets and ways of doing things.While resilient organisations tend to have a strong commitment to protection, performance and adaptation, they also have flexibility to shift focus and alter the mix should the need arise, without compromising their core values. Read more inOrganisational Resilience
A Case Study about a Public Organization: ERP Implementation
Abstract: The implementation of ERP systems in the organizations is a complex process and a challenging task. Various factors may affect ERP system implementation leading to its success or failure in the organization. The on-going case study attempted to understand how and why different factors impeded successful ERP implementation in a public organization that outsourced the development and implementation of ERP system to a multi-national software company. The case study analysis explains that lack of consideration of certain factors such as top management support, user involvement, vendor support, overlooking of change management aspects, turnover of vendors team member, transfer/posting of top management of beneficiary organization affected ERP systems implementation in the organization and the project run over cost, behind schedule and was unable to meet user requirements.
Introduction: Organizations are adopting Enterprise Resource Planning (ERP) systems to meet the existing challenges of information era and for competitive advantages. ERP systems facilitate organizations to get the key business processes to be automated and integrated. ERP systems facilitate timely flow of information among different parts of the organization freely which consequently helps the management in making strategic decisions. ERP systems are integrated enterprise wide systems that automate core enterprise activities such as human resources, manufacturing, finance and supply chain management etc. to generate and access information in real time environment (Rasmy et al., 2005; Nah and Lau, 2001). Various factors relevant to ERP implementation success or failure have been highlighted in the past research, however, mostly the research has been carried out in developed countries. (Moohebat et al., 2010). At present developing countries are also taking keen interest to adopt ERP systems in their organizations, so the factors that affected ERP implementation in developed countries may also need to be studied in the context of developing countries. keep reading…
The Allianz Group is a group with a long history and a strong tradition. Founded in 1890 in Germany, the Group provides a comprehensive range of services to approximately 75 million customers worldwide through an international network of subsidiaries.
The Group operates in about 70 countries and is supported by a team of nearly 153,000 employees worldwide Allianz officially ventured into Malaysia in 2001 when it became the controlling shareholder of Allianz General Insurance Malaysia Berhad (“AGIM”) in 2001. In 2007, the general insurance business of AGIM was transferred to its wholly-owned subsidiary, AGIC.
Following the completion of the transfer of general insurance business, AGIM changed its name to AMB and became an investment holding company.
AMB is an investment holding company and is the holding company for both life and general insurance entities in Malaysia mainly Allianz Life Insurance Malaysia Berhad (“ALIM”) for life insurance arm, Allianz General Insurance Company (Malaysia) Berhad (“AGIC”) and Bright Mission Berhad (formerly known as Commerce Assurance Berhad) (“BMB”) both for general insurance arm. Click here to read more…
Introduction: The organization chosen for this case study on organizational communication is a small political activists’ organization for which the writer of this paper once volunteered. The organizational communication problem encountered was that the volunteer supervisor did not have projects ready during the scheduled volunteer time slots, and despite a thorough interview process to determine skill-need matches and prior verbal scheduling of volunteer times, this problem persisted for months. With the lack of a communication plan, the consequence was a diminished enthusiasm for the cause and growing level of frustration causing this writer to cease volunteering for the organization despite having a true belief in its mission.
Knowledge: The major problem in this case study was that the volunteer supervisor was engaged in so many projects that she did not invest the time to communicate projects to delegate to the volunteer. Most volunteers for this organization worked on updating databases, solicitations, and mailings. This writer’s volunteer emphasis was on writing and doing special projects. Therefore, it was only through horizontal top down communication from this particular supervisor that these special projects could be delegated. Keep reading…
There is no question that the traditional workplace, with its emphasis on internal competition and individual star performers is undergoing a transformation. Management experts and researchers are suggesting that the successful organization is one characterized by effective teamwork, and leadership rather than management. Organizations are realizing the importance of developing teams that can work in a coordinated, efficient, and creative manner. Read more to know the common mistakes in the process…
A Case Study about Organizational Stress in Elite Sport
This paper is an investigation of organizational stress in elite athletes. Fifteen elite athletes from the UK were interviewed with regard to potential sources of organizational stress in preparation for major international competitions.
Four main organizational stress issues were examined: environmental issues, personal issues, leadership issues, and team issues. The main environmental issues that were revealed were: selection, the training environment, and finances. The main personal issues were: nutrition, injury, and goals and expectations. The main leadership issues revealed were: coaches, and coaching styles.
Case Studies about Organisational Failures and Trust Repair
Introduction: Trust is a fundamental building block to any successful organisation. Yet trust is at a premium for many contemporary organisations. Surveys point to a persistent and debilitating scepticism among customers, investors and other stakeholders in the trustworthiness of the business world. The Edelman Trust Barometer, conducted on a global basis, found that trust in business plummeted across the globe after the 2007-08 financial crisis.
Building an organisation’s reputation for trustworthiness can take a long time and requires considerable effort and investment. But what happens when a crisis or scandal hits an organisation and its reputation for trustworthiness comes under sustained threat? Recent examples include BP, News International, Castlebeck Care Homes, several banks and Foxconn. The process of trust repair and the recovery of reputation can be arduous, but it is achievable.
Case Study about An Approach to Organizational Self Assessment
Self-assessment provides systematic feedback to an organization on how it is doing. It is a process of diagnosis and reflection that leads to action. And the more the process is planned and internalized, the more likely that the organization will act on the results.
Planned, systematic self-assessment is a self-strengthening process it builds muscles for reflection and learning. And the more you reflect and learn and then act on your learning, the better you do it next time. Self-assessment creates a habit for continuous learning and improvement.
Case Study about Relationship between Quality of Work Life and Organizational Citizenship Behavior
Abstract: A high quality of work life (QWL) is essential for all organizations to continue to attract and retain employees. Quality of work life is a comprehensive program which is designated to increase employee satisfaction. The purpose of current study is to survey the relationship between quality of work life and organizational citizenship behavior in Delshad Company. First by applying Spearman test, the positive and meaningful relationship between quality of work life and its dimensions with organizational citizenship behavior was proved. Then Friedman test shows that among all nine quality of work life dimensions, “constitutionalism” and “total life space” respectively were more effective than other variables. In continue the average test was utilized to investigate the level of every variable.
Introduction: Quality of work life has been defined as a philosophy or a set of principles, which holds that people are trustworthy, responsible and capable of making a valuable contribution to their organization. It also involves treating people with respect. Rose et al (2006) surveyed the elements which are relevant to an individual’s quality of work life include the task, the physical work environment, the social environment within the organization, administrative system and a relationship between life on and off the job (Rose et al, 2006). A high quality level of “quality of work life” (QWL) is vital for organizations to continue to attract and retain their employees. Quality of work life is a comprehensive, department- wide program designated to enhance employee satisfaction, improving workplace learning and helping employees had better manage change and transition.