Leadership Being a Change Manager

Leadership Being a Change Manager Abstract Ronald Heifetz has done wonders in the field of leadership his approach to leadership so compelling is that he is much honest about the demands of real leadership. the role of leadership is drastically changing, as the new responsibility is helping in facing the reality and mobilizes them to make change, but making such changes has not been easy. This is due to many challenges that future and current leaders are facing. For instance, the future leaders will be facing the challenges of adapting to the world of rapid change. This is so especially in Dubai, where the preservation of what is most important from the past while moving into the future is an everyday experience. To deal with such situations, future leaders need to focus on the cultural diversity, due to an increase in the significance of globalization, the future leaders the new leaders will need to appreciate cultural diversity. They also need to look at technological savvy as it will be the main competence for the global l eader of the future. Another area that future leaders need to focus on is the construction of partnerships, this is because The process of restructuring, reengineering as well as downsizing, are resulting to a world in which outsourcing of all except core practices might become the norm. The new blueprint models depend on the availability of proven best practices in the organization planning. They also defines the technology as well as the process design choices , which allows customers to jump-to start new efforts and extends their existing planning budgeting and focusing deployments across their organizations. There are several qualities that an effective future leader has to posses. Some of them include, being Charisma, Positive Attitude, Motivation, Honesty and Assertiveness. This paper also found that, there are many lessons that we can learn from the behaviors of the past leaders. For instance, there is so much hunger for leadership in business current. Every person wants leaders who are the best leaders; hence great leaders have to face the reality. In addition, we learn that, organizations have a remarkable tendency of underestimating their external threats, while overstating d their own powers. As a reason, it is very difficult for leaders to convince indivi duals face reality in life. The paper concluded that future leaders have no alternative other than becoming good change mangers. Introduction It has proved has proved to be much hard to imagine the future leader without looking at Ronald Heifetz, who is one of the worlds leading authorities on leadership. The goodness with Heifetz is that, his approach to leadership so compelling is that he is much honest about the demands of real leadership. It has been argued that, the role of leadership is drastically changing, as the new responsibility is helping in facing the reality and mobilizes them to make change. However, making change is much painful. Most individuals have smiling faces in view of what it means by leading, but get a rude awakening when they find themselves with a leadership opportunity. (William, 1999). The process of exercising leadership generates both pain and resistance; individuals get worried that, they might end up losing something that might be worthwhile. Areas That the New Leader Need To Focus On Cultural Diversity As there has been an increase in the significance of globalization, the future leaders the new leaders will need to appreciate cultural diversity. They will have to get acquainted themselves not only with the economic and legal differences, but also the social and behavioral differences that are also part of working globally. -it has been shown that respect for differences in people is one of the most important qualities of a successful global leader. (Marshall, 2005). It has been proved that, the development of culture understanding is termed as not only an obligation, but also as an opportunity. Appreciation of culture diversity includes all things that makes up culture, may it be small or big. For instance, few Americans working in the Middle East have taken their time to read the Koran. It is much clear that, religion is considered as being one of the significant variables that influences behaviors in the religion. Smaller issues like the meaning of gifts or the significance of t imeliness will need to be understood also. It has been noted that, the capability of motivating individuals in different cultures is becoming mostly significance. The motivation strategies that tend to be effective and efficient in one culture might not be effective in the other. Effective leaders, who happen to learn, appreciate and motivate their followers across cultural diversity, will be valuable resource in future. Technological Savvy High-potential leaders globally are consistently expressing the point that technological savvy will be the main competence for the global leader of the future. On trend on this issue is much clear, the younger the participants, the higher their reiteration on the technological savvy importance. Most of the young future leaders, have been brought up in an error of technology, and view it just as part and parcel of their life. Current leaders view technological savvy as a very important thing for staff individuals, but never for the line officers that run the business. With technological, future leaders will have to learn on how the intelligent use of new technologies will help their organizations, recruitment, development as well as maintaining a network of individuals who are technically competent, they also need to know the procedure of making and managing investments in new technologies. Last but not least, they need to be positive examples in the use of new technologies. All these are based on the fact that, in future, technology will become a critical factor that will tent to impact the companys core business. Building partnerships The construction of partnership along with alliances of all forms is looked upon as being very much important for the future than as it was in the past. Organizations that formed alliances in the past like IBM are forming alliances regularly today. This trend is projected to be far much significant in future. The process of restructuring, reengineering as well as downsizing, are resulting to a world in which outsourcing of all except core practices might become the norm. The capability of negotiating complex alliances and management of complex networks will be much significant in future. The changing responsibility of suppliers, customers along with partners has deeper implication for leaders. In the past, it was much clear on who the enemies or friends are, while in future this role is becoming blurred. In diversified field like telecommunication, similar organization might be the supplier as well as the customer, competitor or partner. New and Distinctive Challenges Faced By New Leader The second challenge is that, individuals might not be willing to be lead by the leader. Sometimes, this comes as a shock, but no one might be willing to work with the leader promotions and titles may confer grudging to0lerance and even a little bit more difference, but never credibility as well as real respect. Another problem is that, everyone might be having an agenda, but they might not be willing to share it. New leaders have a tendency of believing that, every person looks at business challenges, departmental objectives, and a long with the initiatives from the similar perspective with them. They need to learn on how to pay attention to their associates, so that they can be a position of understanding their unique agendas, motivation, interests, motivation along with their ambitions. The next thing is that, personal problems of their associates to become their problems. It has been proved that both new managers as well as experienced ones in most cases attract their mates personal problems to become their personal problems. It is true that, at times, they usually find themselves in the receiving end of [other individuals challenges in their private lives, with their health, their finances, among other dilemmas that individuals encounter. There are times that such leaders follow their instincts which might be wrong. Since they do have the authority to say, Is best left for your parenting chores and checked at the door when you enter the office. (McCarthy, 2009). In most cases, success comes when individuals leading the success are not the subject. It is much important for some individuals to realize individuals never change their nature. In most cases, new leaders make their weaknesses to be their focal point. Some times leaders take the responsibility of fixing the flaws of their associates. As an effect, they need to learn to leverage individuals strength, and develop groups whose members need to have complimentary skills. This will make one succeed beyond their wildest visions. Leaders tend to start off overly nit-picky; but Im sure Art would agree that there are times when weaknesses do have to be addressed. (McCarthy, 2009). Sometime new leaders are faced with the responsibilities of being a ware of over-investing their times with the wrong individuals. At every point, the managers will at the some time get to deal with the brilliant problem child employee, with the outstanding technical withstanding skills but fatal flaws concerning other people skills. Such like employees in one way or the other lack the emotional intelligence, for them to recognize their aberrant behaviors. As an effect, they rarely ever change, (Fullan, 2001). Blueprint for Dynamic Planning The blue print operational planning systems were designed to be highly flexible, where there are a variety of operations along with incidents are managed. The common traits of blueprints are that, they do have a scale have a scale for the size of the deliverables, as well as clear indications of the dimensions of any component elements displayed in the drawing. (McCarthy, 2009). In schematics, the scales might not be exact, however, the forms of elements that needs to be used as well as the nature of such elements tent to be expressed in details. They all have legends that explain the any of the unusual symbols which might be used for the representation of features in the drawing. In most cases, blueprint spans as many pages as possible, as they usually assist in the capture rendering s of the scheme deliverables from multiple angles and at different levels or details. The new blueprint models depend on the availability of proven best practices in the organization planning. They also defines the technology as well as the process design choices , which allows customers to jump-to start new efforts and extends their existing planning budgeting and focusing deployments across their organizations. It is true that, Cognos has recognized that, the process of planting is much more than just financial practices. This is something that ought to spread across the organization and be coordinated across many departments. On the other hand, giving appreciation to the fact, and giving support to it in principle in the planning software is just considered as being one thing, while supporting it in practice is just another practice. In Cognos, blue print helps in the users to adopt such like practices relatively easily. The current initiative planning blueprint covers both capital and labor initiatives. Multiple phased project planning has been addressed in the blueprint for the undertakings that seem to be capital intensive like adding new manufacturing capacity, along with labor initiatives like the implementation of large labor intensive projects. The blueprint schemes having strategic long range planning, in most cases assists firms in assessing the influence of market growth assumptions. Major initiatives such as new IT infrastructure, (McCarthy, 2009). Can be far much essential components for the growth of revenue, as well as increasing productivity. The management of complex financial in most cases, blueprint provides Leadership Qualities Charisma There are different skills that develop leadership qualities that the current and future generation leaders ought to have. The bellow mentioned qualities are far much vital for effective leadership. One of them is being charisma. There have been charisma leaders, who are still being honored for their passionate movements towards equality. For instance, Martin Luther kings I have a dream speech still impacts current peoples. Charisma lessons impact individuals through speeches as they reiterate on the radiation of personalities due to their expressive words in their fight against inequalities. There speeches need not to have the gift of touching individuals through their word choice. Leaders who tent to be charisma tent to be alluring, charming, as well as encouraging their followers to support a grand vision, (Tuia, 2008). Positive Attitude Current and future generation leaders need to posses positive attitudes, as they have the responsibility of influencing their future and current followers. Leaders in some companies like in BMW are viewed upon as role models to their employees and to the coming generation. In one way or the other, employees become very much dependent of leaders, due to the fact that, they are their vehicles to their employment world, and provide much needed help as well as the assistance. If the manger provides a positive learning experience to employees, they will then tent to drive this encouragement, and will succeed and become contagious. In general, under any condition, the positive attitude of leaders will always have a greater impact as well as the influence on their followers. Motivation Fin most cases, motivation leaders are trainers, however, they might also be managers. Though the aims and targets of employees or even players is a good determinant of prosperity in an organization, the motivating qualities of their leader is also of much significance. The motivation of a leader involves infusing their followers with high standards, as well as setting challenging but attainable targets and goals, as they continue performing well. As a result, the motivation capabilities of a leader enhance his followers performances. In addition, motivation also correlates with possessing positive attitude. The presence of positive attitude provides positive environment for the followers, who then fill much motivated to move to the leaders direction, where ultimate success can be attained. Assertiveness Current and future leaders are charged with the responsibility of guiding the direction of his or her company. Companies need firm and assertive leaders, who have the ability to delegate the work to their subordinates, as this will make them earn respect to follow through on their assignments. Assertive leaders have the ability to convey enforcements without being too autocratic to their followers. Din addition, assertive leaders never make their followers feel they are in a hostile environment; instead, they will respect their people, and at the same time demanding proper accountability. Since, leaders assertiveness and confidence earns respect, their followers tent to follow, emulate and help their leaders to achieve success, (Leithwood, 2005). Honesty Both current and future leaders need to be honest, as this is the sign of good leaders towards their work as well as employees. They ought to be honest to themselves as well. They should never loose integrity whatsoever the circumstance, as they will never be considered reliable and worthy following. Other qualities that current and future leaders need to look at include; patience, focus, dedication consistency, as well as effective communication, (Tuia, 2008). Lessons from Past Leadership Behaviors There is hunger for leadership in the business organization The past leaders have shown that, real heroism of leadership involves having courage to face the reality, as well as helping individuals close to face reality. The term vision in business means something that is abstract, But the quality of any vision depends on its accuracy, not just on its appeal or on how imaginative it is. (William, 1999) To muster the courage to face reality and interrogate it is the main function of a leader. Leaders do not get into the act of answering the questions like what values does the organization stand for? What are the organizations talent and skills?, this is because, it forms the old definition of leadership. This teaches that, the leader needs to have vision, answers and everything else is just a sales job to urge individuals to sign up for it. It is the responsibility of leaders to provide directions. In attaining these, they ought to structure questions well, other than offering definitive answers. There are differences between behaviors of leade rs who operates under the idea that, being a leader means impacting the organization to follow leaders direction, and those who think that, leadership means influencing the organization to face its problems and to live into its opportunities. (William, 1999). The second though, enables individuals in an organization to deal with tough challenges. And the lesson is, this is the new definition of leadership job. It Is Hard To Convince Individuals to Face the Reality Organizations are allergic to conflicts, especially organizations that have been under operation for a long period of time. This is based on the fact that, conflicts are much dangerous, as they may damage the relations, threaten friendships, but they also engineer innovation and creativity. Old behaviors have taught that, individuals never learn by looking at the mirror, but when encountered with a difficult condition. With this in mind, future and current leaders need to have the power of dealing with conflicts along with uncertainties. They need to have experimental mind-set. It is true that, there are some decisions that will work, but other might not. Just as like, there will be projects that will pay, while others will not. However, every decision and every project will provide lessons don how the world is changing, and how the organization compares with its competitors. This means that, facing the reality implies, dealing with mistakes and failures, especially our own failures in the organization. For instance, in 1990s, Bill Gates made a big decision about the internet, as he decided that, the net was not going to be such important, but later changed his decision after those who advised him contradicted the decision. How We Should Help Individuals Keep Their Bearings It is true that, not everything is subject to change, if the leader is obligated to help individuals face the reality, and mobilize them to make changes, Which values and operations are so central to our core that if we lose them, we lose ourselves? (William, 1999). The leaders at the highest level are supposed to lead conversations about what is important and what is not. For instance, it was very difficult for Lew Platt, who was the Hewlett-Packed CEO, to lead conversation about breaking up of his company, and about leaving the HP name, together with computer business other than with the test-and business of measurement, where they started. How Leaders Do Listen Most leaders in the past used do die with their mouth open, this teaches us that, leaders have to know how they listen, but listening is more subtle than how most individuals think. But first, and just as important, leaders must want to listen. (William, 1999). Good listening is engineered by curiosity along with empathy. Conclusion It is now obvious that, future leaders have no alternative other than becoming good change mangers. Markets have changed, conditions have also changed, as well; the business plans have undergone some changes. It is the choice of future and current leaders to either make a change a proactive decision or reactive compulsion. These leaders are obligated to shape today and tomorrow, it is not a definite time to start feeling sorry about tough circumstances, but is is an opportunity as well as a new day.

Mr Joseph

UNIT 5001 – PERSONAL DEVELOPMENT AS A MANAGER AND LEADER EA Unit 5001 v01 Page 1 of 4 | LEARNING OUTCOMES |ASSESSMENT CRITERIA | |1. Be able to assess and plan for personal professional development |1. 1 Explain the importance of continual self-development in | |800 words |achieving organisational objectives | | |1. Assess current skills and competencies against defined | | |role requirements and organisational objectives | | |1. 3 Identify development opportunities to meet current and | | |future defined needs | | |1. Construct a personal development plan with achievable | | |but challenging goals | |2. Be able to plan for the resources required for personal professional |2. 1 Identify the resources required to support the personal | |development . |development plan | | |2. Develop a business case to secure the resources to | |D |support the personal development plan | |3. Be able to implement and evaluate the personal development plan |3. 1 Discuss the processes requ ired to implement the personal| |include copy of appraisal |development plan | |Look at advantages and disadvantages of doing the self development |3. Evaluate the impact of the personal development plan on | | |the achievement of defined role requirements and | | |organisational objectives | | |3. Review and update the personal development plan | | | | | | | | | | Be able to promote healthy and safe working practices |4. 1 Discuss the relationship(s) between healthy and safe | | |working practices and organisational objectives | | |4. 2 Explain the process for conducting a risk assessment | | |4. Identify the actions taken by the manager in dealing | | |with a breach in healthy and safe working practices | | |4. 4 Describe how to communicate responsibilities for healthy| | |and safe working practices to the team | | |4. Discuss relevant records that are maintained to | | |demonstrate that healthy and safe working practices are met | My name is Karl Joseph and I am Con tract Manager working for Hygiene Group at Walkers Snack Foods in Peterlee. I lead a team of 4 supervisors and 36 operatives and in my role I manage day to day industrial cleaning within the plant, and manage Health & Safety, Personnel issues, Quality Standards. I also plan and organise daily and weekly activities, training etc and also complete daily records and sign off.Other duties include maintaining existing business and assist in developing new business with the client and I work to maximise operational effectiveness and recognise budgetary requirements and follow and maintain company procedures and safe working practices. In this report I will be looking at being able to assess and plan for personal professional devlopment, Be able to plan for the resources required for personal professional development, Be able to implement and evaluate the personal development plan, Be able to promote healthy and safe working practices. | | | | | | | The importance of continual self-devel opment in achieving organisational objectives is to improve knowledge and understanding within my role and to progress as a manager to suit individual and meet business needs. Our company objectives that we will treat our staff as individuals, training, promoting and involving them in changing the business. For example I have done external training such as :IOSH managing Safety which has helped my objectives as I have passed on my knowledge to staff within Health & Safety within briefings and have also reviewed and updated risk assessments to suit site specific tasks. This has helped my objexctives by reducing accidents on site and increasing near misses along with staff having a better understanding of Health & Safety and working safer within their role. Self development is important for example. Training within new equipment that we have on site. Skills to recruit the best staff for the job Consequences of having no training at all would be more accidents.Also we will seek mutual dependence with our individual clients and we will also expand our client base and develop independent strength in the marketplace and we also wish to be the leading suplier of cleaning services within the food industry. Growth and success in the ever-changing world of work is increasingly about individuals taking responsibility for their personal development. Our evolving culture requires that individuals be accountable for self-direction, to practice self-management of their own learning and to actively search for wider experience and opportunity.This does not take place in isolation. The self-development process should also bring direct benefit to the team in which the individual works and the organisation as a whole. My role requirements are as follows : Performance Standards This job profile relates to a Contract Manager whose performance standards will be measured against agreed targets in the following four critical areas: Business Development Human Resources Good Service Pra ctice Finance and Administration These critical areas of the job requirements will be referred to as Key Result Areas (KRAs).Using the descriptive competency sets relating to each KRA a consistent subjective analysis of performance can be reached. |Man manage contract supervision |Good at managing this | |Maintain existing client business and assist in developing new | | |business with the client. |Good at this and just secured a new contract | |Work to maximise operational effectiveness and recognise | | |budgetary requirements. | |Ensure operation of the contract and one-off work is in line |Working within budget and avoiding overspends. | |with the company procedures and be responsible for company | | |assets and facilities. |All staff are trained and work to company procedures by | |Oversee training requirements of service and supervisory staff. |supervising. | |Embrace new developments and co-operate in introducing change | | |within the service contract. | | | | | |Trai ning completed by supervisors and staff from training | | |co-ordinator of which I have regular meetings with co-ordinator| | |and set out training plan. | |Introducing cleaning equipment to achieve better standards. | |Involve staff at all levels to maximise the benefits to the |Regular meetings with staff, supervisors and senior managers | |organisation. | | |Be incisive and strong willed in focusing upon regional goals |Not sure what this is. | |and understand that leadership needs are linked to the Regional| | |Business Plan. | |Be confident and able to lead through a variety of situations. |Leading through chairing Health & Safety meetings | |Enable others to develop their leadership styles and |External training Train the trainer and Team leader training | |competencies. | | |Ensure the regional objectives are understood by all |Regional objectives set out in appraisals to all | Understand medium to long-term issues for the current |No current issues | |client. | | |Ens ure satisfaction is achieved in all aspects of the |Satisfaction surveys carried out six monthly and kpi | |service and work towards the renewal of the existing |meetings monthly | |contract. | |mplement sales procedures and ensure new work is carried |Costs implemented through manning hours and train and | |out satisfactorily by the service teams. |supervise all new work | |Assist in achieving long-term objectives and developing |Through key performance indicators | |new business with the existing client. | | Work to maximise operational effectiveness and recognise |Regularly monitor and review cleaning equipment and keep to | |budgetary requirements. |strict spending costs | |Develop staff who understand the operational procedures and are|Training involved with supervisors and training co-ordinator | |able to work towards the aims and goals of the region. | | |Embrace ideas and opportunities to ensure profitability is |Look at different methods within cleaning that could be more | |maintained or increased. cost effective | |Participate in all aspects of forecasting and budgeting and |Forecasting costs, wages, cleaning materials to ensure | |work to ensure that Hygiene’s minimum objectives are met. |objectives are met | |Participate in the preparation and presentation of monthly |Prepare , timesheets and wage tracker and budget costs for | |accounts. cleaning materials for account manager | |Anticipate the needs of the client and advise upon the most |Regular meetings with client to advise | |effective methods of carrying out tasks. | | |Ensure operation of the contract and one-off work is in line |Assess one of tasks before commencing making sure in line with | |with the company procedures and be responsible for the |company procedures and maintain assets and facilities | |associated company assets and facilities. | |Audit contract work on a scheduled basis to produce Key |Hygiene Audits, Health & Safety audits, lock off audits | |Performance Indic ators (KPIs) and recommendations for | | |improvement. | | |Where necessary introduce change to improve regional |Introducing new tools to the business | |capability, capacity and excellence. | |By monitoring schedules on a regular basis, carry out reviews |Reviews carried out every month at site meetings with client. | |of the service process to evaluate delivery and recognise | | |mistakes. | | |Ensure all operations satisfy the standards set out in Good |Work to achieve Grade A within our GSP audits | |Service Practice and encourage staff to do the same. | |Ensure buildings, offices, equipment and vehicles are |Daily cleaning of offices and buildings | |maintained. | | |Oversee training requirements of service and supervisory | | |staff. | |Give training support to cover training and development |Evaluate training and development to measure the benefit | |needs. |to the business and the individual. | | | | |Review the skill base and needs across the contract and |Provide su pport to staff throughout the contract who are | |the Regional Business Plan to determine basic and |enrolled upon an internal development programme. |longer-term requirements. | | Embrace new developments and co-operate in introducing change within the service contract. Be realistic and constructive in implementing new processes, methods and procedures and plan to use these effectively. Be aware of future competitive advantage and technological change. Be flexible and willing to adapt to changes in emphasis, or aspects of, the regional business requirements.On the basis of this I have assessed my own skills and competencies within my role and I meet all the above criteria as I have received all training within my responsibilities and all of these standards are met other than regional business plan which I am not sure of. |Review the skill base and needs across the contract and the |Monitoring procedures and safe working practices across the | |Regional Business Plan to determine ba sic and longer-term |contract and set out a training plan that is generic through | |requirements. the business to individuals in order to achieve basic and long | | |term requirements. | |Provide support to staff throughout the contract who are |I provide staff training to individuals within theory and | |enrolled upon an internal development programme. |practice in working procedures, Health and Safety, and company | | |safe working practices through appraisals. |From this table and assessment then you can identify what development opportunities you have now and those needed in the future and this would allow you to produce a personal development plan eg: |What I need to learn |How I will achieve this |When I will complete it by | |Advanced food hygiene |Course |Oct 2013 | |Management Diploma |By completing all set tasks |31-08-2013 | Personal Development Plan – Karl Joseph 2013 | |Areas to be Developed |Relevant Training |Output |Support | |Heighten personal profile |CMI Level 5 in Management & |K. J. needs to attend planning/briefing |C. J. to attend a number of meetings with K. J. and | |with key stakeholders on |Leadership – Working productively meetings for the major clean days and |provide guidance on delivery of information | |site |with colleagues and stakeholders |provide an overview of Hygiene's | | | | |planned activities | | |Publicise cleaning plans |CMI Level 5 in Management & |K. J to issue daily work/update plan to |C. J. to work with K. J. o understand the key | |to keep all stakeholders |Leadership – Developing and |be publicised on Hygiene information |information required by the Walkers team and | |informed |evaluating operational plans for |board |develop an appropriate format for the plan | | |own area of responsibility | | | |Make more time available |CMI Level 5 in Management & |K.J. to dedicate more time to |C. J. to work with K. J. to identify all tasks that | |to oversee staff |Leadership -Providing leadershi p |overseeing the cleaning process on |can be delegated to Ivana to release more time to | | |and direction for own area of |major clean days and be more visible to|oversee work in progress. Also to provide guidance| | |responsibility & Planning change |Hygiene and Walkers teams |on how to structure any necessary changes. | |in own area of responsibility | | | |Improve Health & Safety |CMI Level 5 in Management & |K. J. to undertake a project to identify|K. F. to support K. J. in the development of this | |management |Leadership -Managing Health & |any potential â€Å"weak spots† particularly|project, and C. J. to assist K. J. n producing and | | |Safety across an organisation |relating to staff behavioural issues, |implementing the plan to address â€Å"weak spots† | | | |and put a plan in place to address | | Resources needed to support the PDP will communications with other members of the planning meetings such as the engineering manager and the hygiene specialist a nd also the planning scheduler.I will also need resource from Carl Jones to help me develop in all other areas. I will achieve these by getting support from my line manager within my next appraisal Which I will need funding costs in order to achieve these and I will need time off work on a weekly basis in order to achieve. Business Case to secure the resources for the personal development plan The goal of staff development is improvement in staff and organizational effectiveness.This is a process that affects interpretations of job requirements, relationships with colleagues, and perspectives on the methods of education. Staff development occurs in a social context and emphasizes teamwork, built on a foundation of collaboration. Staff development is a process that demonstrates the commonness of purpose of all staff and the crucial nature of individual knowledge and skills to perform assigned duties in relation to the achievement of these larger goals.Benefits in doing these for the company would be to pass on my knowledge within management, Health and Safety and food hygiene to supervisors and service staff and also further training for them and also to benefit the client as this gives me a broader understanding within food hygiene within the food industry. I have developed a business case which is to attend a advanced food hygiene course with HSF training for the cost of ? 425 plus VAT IN September 2013 so I can achieve this qualification Advantages of self development are :Train all staff within Level 1 of Food Hygiene Safety. More knowledge of the below in order to increase confidence with the client : †¢ Introduction to  Food Safety †¢ Contamination hazards and control  (microbiological, chemical,  physical,  allergenic) †¢ Bacteriology †¢ Food poisoning and  food borne disease and its control †¢ Non-bacterial food poisoning and its control  (chemical, metal, fish, poisonous plants) †¢ Personal hygiene controls and   management †¢ Pest control †¢ Education and training of food  handlers HACCP and controls from purchase to service †¢ Management control techniques and  developing a food safety culture †¢ Overview of food safety legislation Disadvantages are as follows. Week taken from work to do course so loss of management on site which could cause a number of issues on site without management cover. My personal development will be reviewed and updated through my appraisal with carl jones account manager for hygiene group and we have also set targets that all the above will be completed by October 2013 with regular reviews set out.Myself and Carl Jones will discuss and agree work objectives and they will be measured by the support of Alan Ridley Hygiene Specialist The relationship between health & safe working practices and organisational objectives within our business are good as our objectives are to give all our staff all the correct training and involving them in c hange within the business that is closely linked to our safe working practices as all staff are trained to these safe working practices which helps us reach our objectives.Our other health and safety objectives are closely monitored and are set by our client within our KPI’S Which are accidents, near misses, hipo’s and high risks activites were we need to improve year on year and these all involve our health and safety working practices on site, again training is need with staff in order to achieve these objectives. A risk assessment is simply a careful examination of what, in your work, could cause harm to people, so that you can weigh up whether you have taken enough precautions or should do more to prevent harm.Workers and others have a right to be protected from harm caused by a failure to take reasonable control measures. Accidents and ill health can ruin lives and affect your business too if output is lost, machinery is damaged, insurance costs increase or you ha ve to go to court. You are legally required to assess the risks in your workplace so that you put in place a plan to control the risks. Identify the hazards Decide who might be harmed and how Evaluate the risks and decide on precautions Record your findings and implement them Review your assessment and update if necessaryA risk that we had in the past was that we were using goggles to protect your eyes from chemical splashes which could seriously burn and cause permanent damage. I then reviewed the risk assessment and conducted a new one for the use of chemicals as I found there was more risks involved as chemical could also splash onto the skin causing burns also so I identified the hazards and put in control measures which was to use face visors and neck and chin guards as well as the use of chemical suits, gloves and Wellingtons to prevent burns to the body which eliminated the risks.I have identified and evaluated control measures that have been put in place within our organisat ion which was to wear a face visor at all times and not goggles when using corrosive chemicals and also a chin and neck guard so it eliminates any risk of the chemical splashing any part of the body which could cause severe burns.As a manager we have recently had one guy working for us who was fully trained within this safe working practice within working safely with chemicals and the wearing of hard hat and face visor but due to a behavioural issue he decided not to follow this practice and wore in incorrectly which resulted in temporary chemical burns to his eyes. A accident investigation was carried out and he received a warning for this due to not following company safe working practices.He also received further training and all other service staff were briefed on the accident that occurred and were re trained within working safely with chemicals. With regards to responsibilities for health and safety working practices to my team I communicate this at our S. A. T meetings were w e have four members of our team that spend 1 full day each month reviewing health and safety working practices and updating were needed and then I communicate with the rest of the team on a monthly basis their responsibilities within their role for the task that they are carrying out.I also have a safety marshal on a daily basis with whom I liase with and brief so he can delegate health and safety working practices for our high risk tasks which is lock off, working at height, chemicals, confined space and roof work. Relevant records that are maintained to demonstrate that healthy and safe working practices are met are our sign off sheets were we have a working procedure with regards to what we are cleaning and how to clean and on this procedure and a health and safety practice on the procedure.We then have staff trained to this procedure and signed to say they have full knowledge of how to clean it and to follow the health and safety practicce and once complete they sign off our sig n off sheet to say they have followed the correct procedures after commencement of cleaning of each clean that they do and this is cross referenced against quality and training Mr Joseph UNIT 5001 – PERSONAL DEVELOPMENT AS A MANAGER AND LEADER EA Unit 5001 v01 Page 1 of 4 | LEARNING OUTCOMES |ASSESSMENT CRITERIA | |1. Be able to assess and plan for personal professional development |1. 1 Explain the importance of continual self-development in | |800 words |achieving organisational objectives | | |1. Assess current skills and competencies against defined | | |role requirements and organisational objectives | | |1. 3 Identify development opportunities to meet current and | | |future defined needs | | |1. Construct a personal development plan with achievable | | |but challenging goals | |2. Be able to plan for the resources required for personal professional |2. 1 Identify the resources required to support the personal | |development . |development plan | | |2. Develop a business case to secure the resources to | |D |support the personal development plan | |3. Be able to implement and evaluate the personal development plan |3. 1 Discuss the processes requ ired to implement the personal| |include copy of appraisal |development plan | |Look at advantages and disadvantages of doing the self development |3. Evaluate the impact of the personal development plan on | | |the achievement of defined role requirements and | | |organisational objectives | | |3. Review and update the personal development plan | | | | | | | | | | Be able to promote healthy and safe working practices |4. 1 Discuss the relationship(s) between healthy and safe | | |working practices and organisational objectives | | |4. 2 Explain the process for conducting a risk assessment | | |4. Identify the actions taken by the manager in dealing | | |with a breach in healthy and safe working practices | | |4. 4 Describe how to communicate responsibilities for healthy| | |and safe working practices to the team | | |4. Discuss relevant records that are maintained to | | |demonstrate that healthy and safe working practices are met | My name is Karl Joseph and I am Con tract Manager working for Hygiene Group at Walkers Snack Foods in Peterlee. I lead a team of 4 supervisors and 36 operatives and in my role I manage day to day industrial cleaning within the plant, and manage Health & Safety, Personnel issues, Quality Standards. I also plan and organise daily and weekly activities, training etc and also complete daily records and sign off.Other duties include maintaining existing business and assist in developing new business with the client and I work to maximise operational effectiveness and recognise budgetary requirements and follow and maintain company procedures and safe working practices. In this report I will be looking at being able to assess and plan for personal professional devlopment, Be able to plan for the resources required for personal professional development, Be able to implement and evaluate the personal development plan, Be able to promote healthy and safe working practices. | | | | | | | The importance of continual self-devel opment in achieving organisational objectives is to improve knowledge and understanding within my role and to progress as a manager to suit individual and meet business needs. Our company objectives that we will treat our staff as individuals, training, promoting and involving them in changing the business. For example I have done external training such as :IOSH managing Safety which has helped my objectives as I have passed on my knowledge to staff within Health & Safety within briefings and have also reviewed and updated risk assessments to suit site specific tasks. This has helped my objexctives by reducing accidents on site and increasing near misses along with staff having a better understanding of Health & Safety and working safer within their role. Self development is important for example. Training within new equipment that we have on site. Skills to recruit the best staff for the job Consequences of having no training at all would be more accidents.Also we will seek mutual dependence with our individual clients and we will also expand our client base and develop independent strength in the marketplace and we also wish to be the leading suplier of cleaning services within the food industry. Growth and success in the ever-changing world of work is increasingly about individuals taking responsibility for their personal development. Our evolving culture requires that individuals be accountable for self-direction, to practice self-management of their own learning and to actively search for wider experience and opportunity.This does not take place in isolation. The self-development process should also bring direct benefit to the team in which the individual works and the organisation as a whole. My role requirements are as follows : Performance Standards This job profile relates to a Contract Manager whose performance standards will be measured against agreed targets in the following four critical areas: Business Development Human Resources Good Service Pra ctice Finance and Administration These critical areas of the job requirements will be referred to as Key Result Areas (KRAs).Using the descriptive competency sets relating to each KRA a consistent subjective analysis of performance can be reached. |Man manage contract supervision |Good at managing this | |Maintain existing client business and assist in developing new | | |business with the client. |Good at this and just secured a new contract | |Work to maximise operational effectiveness and recognise | | |budgetary requirements. | |Ensure operation of the contract and one-off work is in line |Working within budget and avoiding overspends. | |with the company procedures and be responsible for company | | |assets and facilities. |All staff are trained and work to company procedures by | |Oversee training requirements of service and supervisory staff. |supervising. | |Embrace new developments and co-operate in introducing change | | |within the service contract. | | | | | |Trai ning completed by supervisors and staff from training | | |co-ordinator of which I have regular meetings with co-ordinator| | |and set out training plan. | |Introducing cleaning equipment to achieve better standards. | |Involve staff at all levels to maximise the benefits to the |Regular meetings with staff, supervisors and senior managers | |organisation. | | |Be incisive and strong willed in focusing upon regional goals |Not sure what this is. | |and understand that leadership needs are linked to the Regional| | |Business Plan. | |Be confident and able to lead through a variety of situations. |Leading through chairing Health & Safety meetings | |Enable others to develop their leadership styles and |External training Train the trainer and Team leader training | |competencies. | | |Ensure the regional objectives are understood by all |Regional objectives set out in appraisals to all | Understand medium to long-term issues for the current |No current issues | |client. | | |Ens ure satisfaction is achieved in all aspects of the |Satisfaction surveys carried out six monthly and kpi | |service and work towards the renewal of the existing |meetings monthly | |contract. | |mplement sales procedures and ensure new work is carried |Costs implemented through manning hours and train and | |out satisfactorily by the service teams. |supervise all new work | |Assist in achieving long-term objectives and developing |Through key performance indicators | |new business with the existing client. | | Work to maximise operational effectiveness and recognise |Regularly monitor and review cleaning equipment and keep to | |budgetary requirements. |strict spending costs | |Develop staff who understand the operational procedures and are|Training involved with supervisors and training co-ordinator | |able to work towards the aims and goals of the region. | | |Embrace ideas and opportunities to ensure profitability is |Look at different methods within cleaning that could be more | |maintained or increased. cost effective | |Participate in all aspects of forecasting and budgeting and |Forecasting costs, wages, cleaning materials to ensure | |work to ensure that Hygiene’s minimum objectives are met. |objectives are met | |Participate in the preparation and presentation of monthly |Prepare , timesheets and wage tracker and budget costs for | |accounts. cleaning materials for account manager | |Anticipate the needs of the client and advise upon the most |Regular meetings with client to advise | |effective methods of carrying out tasks. | | |Ensure operation of the contract and one-off work is in line |Assess one of tasks before commencing making sure in line with | |with the company procedures and be responsible for the |company procedures and maintain assets and facilities | |associated company assets and facilities. | |Audit contract work on a scheduled basis to produce Key |Hygiene Audits, Health & Safety audits, lock off audits | |Performance Indic ators (KPIs) and recommendations for | | |improvement. | | |Where necessary introduce change to improve regional |Introducing new tools to the business | |capability, capacity and excellence. | |By monitoring schedules on a regular basis, carry out reviews |Reviews carried out every month at site meetings with client. | |of the service process to evaluate delivery and recognise | | |mistakes. | | |Ensure all operations satisfy the standards set out in Good |Work to achieve Grade A within our GSP audits | |Service Practice and encourage staff to do the same. | |Ensure buildings, offices, equipment and vehicles are |Daily cleaning of offices and buildings | |maintained. | | |Oversee training requirements of service and supervisory | | |staff. | |Give training support to cover training and development |Evaluate training and development to measure the benefit | |needs. |to the business and the individual. | | | | |Review the skill base and needs across the contract and |Provide su pport to staff throughout the contract who are | |the Regional Business Plan to determine basic and |enrolled upon an internal development programme. |longer-term requirements. | | Embrace new developments and co-operate in introducing change within the service contract. Be realistic and constructive in implementing new processes, methods and procedures and plan to use these effectively. Be aware of future competitive advantage and technological change. Be flexible and willing to adapt to changes in emphasis, or aspects of, the regional business requirements.On the basis of this I have assessed my own skills and competencies within my role and I meet all the above criteria as I have received all training within my responsibilities and all of these standards are met other than regional business plan which I am not sure of. |Review the skill base and needs across the contract and the |Monitoring procedures and safe working practices across the | |Regional Business Plan to determine ba sic and longer-term |contract and set out a training plan that is generic through | |requirements. the business to individuals in order to achieve basic and long | | |term requirements. | |Provide support to staff throughout the contract who are |I provide staff training to individuals within theory and | |enrolled upon an internal development programme. |practice in working procedures, Health and Safety, and company | | |safe working practices through appraisals. |From this table and assessment then you can identify what development opportunities you have now and those needed in the future and this would allow you to produce a personal development plan eg: |What I need to learn |How I will achieve this |When I will complete it by | |Advanced food hygiene |Course |Oct 2013 | |Management Diploma |By completing all set tasks |31-08-2013 | Personal Development Plan – Karl Joseph 2013 | |Areas to be Developed |Relevant Training |Output |Support | |Heighten personal profile |CMI Level 5 in Management & |K. J. needs to attend planning/briefing |C. J. to attend a number of meetings with K. J. and | |with key stakeholders on |Leadership – Working productively meetings for the major clean days and |provide guidance on delivery of information | |site |with colleagues and stakeholders |provide an overview of Hygiene's | | | | |planned activities | | |Publicise cleaning plans |CMI Level 5 in Management & |K. J to issue daily work/update plan to |C. J. to work with K. J. o understand the key | |to keep all stakeholders |Leadership – Developing and |be publicised on Hygiene information |information required by the Walkers team and | |informed |evaluating operational plans for |board |develop an appropriate format for the plan | | |own area of responsibility | | | |Make more time available |CMI Level 5 in Management & |K.J. to dedicate more time to |C. J. to work with K. J. to identify all tasks that | |to oversee staff |Leadership -Providing leadershi p |overseeing the cleaning process on |can be delegated to Ivana to release more time to | | |and direction for own area of |major clean days and be more visible to|oversee work in progress. Also to provide guidance| | |responsibility & Planning change |Hygiene and Walkers teams |on how to structure any necessary changes. | |in own area of responsibility | | | |Improve Health & Safety |CMI Level 5 in Management & |K. J. to undertake a project to identify|K. F. to support K. J. in the development of this | |management |Leadership -Managing Health & |any potential â€Å"weak spots† particularly|project, and C. J. to assist K. J. n producing and | | |Safety across an organisation |relating to staff behavioural issues, |implementing the plan to address â€Å"weak spots† | | | |and put a plan in place to address | | Resources needed to support the PDP will communications with other members of the planning meetings such as the engineering manager and the hygiene specialist a nd also the planning scheduler.I will also need resource from Carl Jones to help me develop in all other areas. I will achieve these by getting support from my line manager within my next appraisal Which I will need funding costs in order to achieve these and I will need time off work on a weekly basis in order to achieve. Business Case to secure the resources for the personal development plan The goal of staff development is improvement in staff and organizational effectiveness.This is a process that affects interpretations of job requirements, relationships with colleagues, and perspectives on the methods of education. Staff development occurs in a social context and emphasizes teamwork, built on a foundation of collaboration. Staff development is a process that demonstrates the commonness of purpose of all staff and the crucial nature of individual knowledge and skills to perform assigned duties in relation to the achievement of these larger goals.Benefits in doing these for the company would be to pass on my knowledge within management, Health and Safety and food hygiene to supervisors and service staff and also further training for them and also to benefit the client as this gives me a broader understanding within food hygiene within the food industry. I have developed a business case which is to attend a advanced food hygiene course with HSF training for the cost of ? 425 plus VAT IN September 2013 so I can achieve this qualification Advantages of self development are :Train all staff within Level 1 of Food Hygiene Safety. More knowledge of the below in order to increase confidence with the client : †¢ Introduction to  Food Safety †¢ Contamination hazards and control  (microbiological, chemical,  physical,  allergenic) †¢ Bacteriology †¢ Food poisoning and  food borne disease and its control †¢ Non-bacterial food poisoning and its control  (chemical, metal, fish, poisonous plants) †¢ Personal hygiene controls and   management †¢ Pest control †¢ Education and training of food  handlers HACCP and controls from purchase to service †¢ Management control techniques and  developing a food safety culture †¢ Overview of food safety legislation Disadvantages are as follows. Week taken from work to do course so loss of management on site which could cause a number of issues on site without management cover. My personal development will be reviewed and updated through my appraisal with carl jones account manager for hygiene group and we have also set targets that all the above will be completed by October 2013 with regular reviews set out.Myself and Carl Jones will discuss and agree work objectives and they will be measured by the support of Alan Ridley Hygiene Specialist The relationship between health & safe working practices and organisational objectives within our business are good as our objectives are to give all our staff all the correct training and involving them in c hange within the business that is closely linked to our safe working practices as all staff are trained to these safe working practices which helps us reach our objectives.Our other health and safety objectives are closely monitored and are set by our client within our KPI’S Which are accidents, near misses, hipo’s and high risks activites were we need to improve year on year and these all involve our health and safety working practices on site, again training is need with staff in order to achieve these objectives. A risk assessment is simply a careful examination of what, in your work, could cause harm to people, so that you can weigh up whether you have taken enough precautions or should do more to prevent harm.Workers and others have a right to be protected from harm caused by a failure to take reasonable control measures. Accidents and ill health can ruin lives and affect your business too if output is lost, machinery is damaged, insurance costs increase or you ha ve to go to court. You are legally required to assess the risks in your workplace so that you put in place a plan to control the risks. Identify the hazards Decide who might be harmed and how Evaluate the risks and decide on precautions Record your findings and implement them Review your assessment and update if necessaryA risk that we had in the past was that we were using goggles to protect your eyes from chemical splashes which could seriously burn and cause permanent damage. I then reviewed the risk assessment and conducted a new one for the use of chemicals as I found there was more risks involved as chemical could also splash onto the skin causing burns also so I identified the hazards and put in control measures which was to use face visors and neck and chin guards as well as the use of chemical suits, gloves and Wellingtons to prevent burns to the body which eliminated the risks.I have identified and evaluated control measures that have been put in place within our organisat ion which was to wear a face visor at all times and not goggles when using corrosive chemicals and also a chin and neck guard so it eliminates any risk of the chemical splashing any part of the body which could cause severe burns.As a manager we have recently had one guy working for us who was fully trained within this safe working practice within working safely with chemicals and the wearing of hard hat and face visor but due to a behavioural issue he decided not to follow this practice and wore in incorrectly which resulted in temporary chemical burns to his eyes. A accident investigation was carried out and he received a warning for this due to not following company safe working practices.He also received further training and all other service staff were briefed on the accident that occurred and were re trained within working safely with chemicals. With regards to responsibilities for health and safety working practices to my team I communicate this at our S. A. T meetings were w e have four members of our team that spend 1 full day each month reviewing health and safety working practices and updating were needed and then I communicate with the rest of the team on a monthly basis their responsibilities within their role for the task that they are carrying out.I also have a safety marshal on a daily basis with whom I liase with and brief so he can delegate health and safety working practices for our high risk tasks which is lock off, working at height, chemicals, confined space and roof work. Relevant records that are maintained to demonstrate that healthy and safe working practices are met are our sign off sheets were we have a working procedure with regards to what we are cleaning and how to clean and on this procedure and a health and safety practice on the procedure.We then have staff trained to this procedure and signed to say they have full knowledge of how to clean it and to follow the health and safety practicce and once complete they sign off our sig n off sheet to say they have followed the correct procedures after commencement of cleaning of each clean that they do and this is cross referenced against quality and training

Juhani Pallasmaa, Short Bio of the Finnish Architect

During his wildly prolific career, Juhani Pallasmaa has designed more than buildings. Through books, essays, and lectures, Pallasmaa has created an empire of ideas. How many young architects have been inspired by Pallasmaas teaching and his classic text, The Eyes of the Skin, about architecture and the senses? Architecture is a craft and an art to Pallasmaa. It has to be both, which makes architecture an impure or messy discipline. The soft-spoken  Juhani Pallasmaa has formulated and described the essence of architecture all of his life. Background Born: September 14, 1936 in Hà ¤meenlinna, FinlandFull Name: Juhani Uolevi PallasmaaEducation: 1966: Helsinki University of Technology, Master of Science in Architecture Selected Projects In Finland, Juhani Pallasmaa is known as a Constructivist. His work has been inspired by the simplicity of Japanese architecture and the abstraction of modern Deconstructivism. His only work in the US is the arrival plaza at Cranbrook Academy of Art (1994). 2003 to 2006: Kamppi Centre, Helsinki.2004: Snow Show (with Rachel Whiteread), Lapland2002 to 2003: Bank of Finland Museum, Helsinki2002: Pedestrian and cycle bridge, Viikki Eco-village, Helsinki1989 to 1991 Major extensions to Ità ¤keskus Shopping Centre, Helsinki1990 to 1991: Outdoor spaces for Ruoholahti Residential Area, Helsinki1986 to 1991: Institut Finlandais (with Roland Schweitzer), Paris1987: Phone Booth Design for Helsinki Telephone Association1986: Renovation of Helsinki Old Market Hall, Helsinki1984 to 1986: Renovation of the Art Museum in Rovaniemi1970: Summer atelier of artist Tor Arne, Và ¤nà ¶ Island About Juhani Pallasmaa He promotes a back-to-basics, evolutionary approach to architecture that has become revolutionary in the 21st century. He told interviewer Rachel Hurst that computers have been misused to replace human thought and imagination: The computer has no capacity for empathy, for compassion. The computer cannot imagine the use of space. But the most important thing is that the computer cannot hesitate. Working between the mind and the hand we often hesitate, and we reveal our own answers in our hesitations. Pallasmaa also suggests that architects and designers read novels and poetry to better understand architecture.  Juhani Pallasmaa’s Book List is an eclectic mix of unexpected titles: In my view, literature and the arts provide deep lessons on the essences of the world and life. Because architecture is fundamentally about life, I find the literary classics, or any fine novels and poems, to be essential books on architecture. Writings and Teaching In spite of the many architecture projects he has completed, Pallasmaa may be best-known as a theorist and educator. He has taught at universities all over the world, including Washington University in St. Louis, Missouri. He has written and lectured extensively on cultural philosophy, environmental psychology, and architectural theory. His works are read in many architecture classrooms around the world: Questions of Perception: Phenomenology of Architecture by Steven Holl, Juhani Pallasmaa, and Alberto Perez-GomezThe Embodied Image: Imagination and Imagery in Architecture by Juhani Pallasmaa, Wiley, 2011The Thinking Hand by Juhani Pallasmaa, Wiley, 2009The Eyes of the Skin: Architecture and the Senses (1996) by Juhani Pallasmaa, Wiley, 2012Encounters: Architectural Essays by Juhani Pallasmaa, Peter MacKeith, editor, 2006Encounters 2 - Architectural Essays by Juhani Pallasmaa,  Peter MacKeith, editor, 2012Archipelago: Essays on Architecture by Juhani Pallasmaa, Peter MacKeith, editorUnderstanding Architecture by Robert McCarter and Juhani Pallasmaa, Phaidon, 2012

Architecture Is The Thoughtful Making Of Space - 1268 Words

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