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Ethical dilemma of consultants
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Consulting Vision My consulting vision is based on more than a decade of working as a continual improvement consultant, I have worked with a diverse client base and I have been able to identify my consulting passion. With a plethora of experience, focused on customer service, productivity, efficiency, and the corporate bottom line, I have developed a personal theory that has altered my consulting techniques. I was able to identify the impact my work had when I focused on improving the individual experiences of employees. By assessing the situation with a dynamic approach, I was able to identify each individual working within the organization in addition to the complexities that …show more content…
The size of the organization is irrelevant, simply the importance of the staff functionality. Under-valued employees are a costly factor for employers, with low productivity, poor efficiency, dissatisfied staff, poor customer service, and a lack of dedication. By focusing my consulting energy on individual growth, coaching, education, and value; the organization will benefit tenfold by the addition of this consulting program. Conducting investigations to identify employee issues, skill assessments, employee turnover, retention services, providing counsel to human resources and leadership. Professionally researching employee morale, serving as a confidant for staff and their satisfaction. Creating and implementing employee communication programs, guiding leadership in ways to continually improve career development for staff. Lastly, personally identifying the needs of staff, conducting coaching strategies that encourage optimal growth for individuals, benefiting, employees and the entire …show more content…
It is imperative that a consultant has a plan of action to avoid burning out. The most important aspect of maintaining a high energy, detail oriented, and connected practice, is recharging yourself. Consultants are immersed daily in continual changes, new businesses, new people, crisis, and resistance. This stress can deplete energy, positivity and focus. To stave off burnout it is imperative to adhere to a regenerative protocol to recharge depleted energies. Three staples to self-preservation for me have remained consistent throughout my consulting career, genuine, creative, and ask for
Moreover, the company has placed great significance on open and honest communications with the employees on many levels. Even more, leadership expected a plan that would utilize all human assets in a way that would support the organization’s attitude in servicing customers and employees. As such, they found it important to centralize the staffing initiative in order to maintain the unique corporate culture created in the beginning. Every one of these strategies would be focused on centralizing staffing, brining in the best possible employees, and retaining each on a high
Introduction to the Repercussions of Burnout Herbert J. Freudenberger first coined the term burnout in 1974. His definition of burnout, “the extinction of motivation or incentive, especially where one’s devotion to a cause or relationship, fails to produce the desired results.” According to a secondary source (Khan, 2014) citing Freudenbergers book: Burnout: The High Cost of High Achievement, Freudenberger compared burnout of a person as mirrored to burnout in a building “a once throbbing structure. where once there had been activity, now only crumbling reminders of energy and life.” Although the idea of burnout can be seen in any profession, the purpose Those in the helping profession are defined as those who work directly with other people in a mental or physical health capacity, such as nurses, doctors, psychiatrists, counselors and therapists.
Correspondingly, I reflected on two distinct times that my leadership was disguised and not to the surface yet. During my high school days, I was the captain of the Track and Field Team. Also during this time I was a Peer Leader to the upcoming freshmen. As a peer leader I had duties such as assigning mentorees’ duties, giving out assignments, and making sure everyone understood what they were doing. Both times I was delegating and motivating my fellow teammates or mentorees’ to victory. Another time was the time I worked at Pearson Education in the summer of 2013. I was a Human Resources Intern and in charge of recruiting, interviewing, and training new employees. I did this process for the Spanish speaking employees and as well as the ones
Based on assigned readings in Module 5 (“Colorado State University,” 2012), this journal entry reviews the author’s strategies as a change management consultant for building and improving relationships in client organizations. The discussion then considers the effectiveness of these strategies relative to the author’s workplace environment including the author’s approach for mitigating relationship issues in the event the strategies prove ineffective.
Leadership is not defined by position. Leadership is an extraordinary responsibility given only to those willing to exude selflessness, decisiveness, and wisdom. CSM William R. Hambrick, Jr is an accomplished leader that embodies the values, attributes, and competencies that I aspire to convey to my subordinates. The impact that CSM Hambrick has had on my career and leadership philosophy is immeasurable. His far-reaching legacy is one of confidence, sound judgment, and empathy.
The Rogerian school of thought realizes the client is the expert of his/her experience, therefore, the client is the best judge of his/her reality. The coach merely acts as a facilitator for raising this self-awareness. The Rogerian, person-centered, or client-based approach empl...
We are facing a human resource crunch on our two fronts: The Engineers and designers i.e. the executive level staff as well as the Leaders who can efficiently manage the business. Improper use of good talent has led to high rate of attrition.
As a trouble-shooter, the consultant should be ready to improvise the problem solving process and work towards providing greater access for the teams working towards complex problems. Working as a consultant, it is crucial to stay on the leading edge of business and technologies. It is equally important to train employees of the organization who are unaware or lack access to such trainings. Apart from projects of urgency, it is the role of consultant to research the data and recommend cutting edge solutions to the client. Most times, organization will never meet crises or demand attention but there could be hidden profit opportunities uncovered due to lack of resources to investigate them. Continuing the discussion to implementer, the consultant should also be in position to implement the ideas and evaluate the recommendations given by others. Consultant must perceive an organization as an integrated system but not as a fractioned collection of departments. He is also responsible to facilitate cohesion by serving as a line of communication for the various
Z need to hire staff for the organization as the plan is big so they have to hire different types of skilled people for the organization for example for the security ,management ,cleaning ,customer service. Staffs always help to grow the business because staffs are the main part of any business.
Training and development is essential to employee’s retention, loyalty and overall satisfaction. When employees feel there is opportunity within a company and diversity leading the way employees pride and productivity is enhanced.
Leadership is trait that is extremely important in any society. Leadership is known as the way people attempting to make a difference in a situation. However, I believe that it is better said to be a way of influencing others actions. Leadership is usually connected to a great leader that affected his or her followers in a dynamic way. Throughout the semester for my leadership class, I have expanded the knowledge in numerous ways. I now have fully understanding of the purpose and process of leadership to a society. Being a leader one must maintain an image of being the role model. I believe that this is leader should be who is someone who has the ability to influence, encourage, listen, and nurture. They are able to inspire, stimulate, persuade, shape, and have an effect on others.
After understanding the theory behind both the trait and skill approach, I was eager to evaluate and reflect on my own leadership traits. It was interesting to see how the trait approach allowed me to better understand whether or not I have certain traits considered to be important for leadership, while skills approach allowed me to evaluate my strengths and weaknesses in the technical, human and conceptual skills. From completing the Leadership Trait Questionnaire (LTQ) and the Skills Inventory, I was able to reflect more on how I behave towards others in a leadership context, as well as the skills that I currently possess. As a naturally extroverted person, I have been taking on leadership roles from a young age. The findings from these two
In addition to recognizing the importance of work-life balance, the program also helped me nurture skills that are crucial in the promotion of an effective balance between work and other aspects of life. As I was going through the program, I was able to balance my commitments in the program with my personal life. This helped me to reduce stress and so I approached my responsibilities positively and with great energy. Furthermore, valuable tips on how to maintain proper work-life balance including the need to exercise and meditate, not to seek perfectionism, to always have a schedule and adhere to it, and ensure I stay healthy.
The purpose of this report is to brief the management on the importance of employee satisfaction in achieving the competitive goals of the organization through increasing the retention of the employees.
One constant is change. Technologies change, processes change, research creates and promotes change (Aguinis, 2013). A need for constant change and improvement exists in any organization to remain competitive in the global environment. This need to remain current in teaching and supporting the teaching and research at the College of Business requires that employees invest in their personal development. To assist with this, the college of business not only provides funds for professional development supports ongoing development through the development plan. The objectives of this plan, the content, and the development activities of the development plan for the College of Business will now be discussed.