IGO and NGO Essay Example for Free

IGO and NGO Essay â€Å"Moraine is a small developing country. Like all nations in the developing world, Moraine needs to develop its economy. The country has a government department which is responsible for developing grassroots entrepreneurs – the Business Assistance Department (BAD). It also has access to funding from The European Union (EU) an IGO and has been offered assistance by the One Business at a Time (OBT), an NGO that focuses on helping local populations start and develop simple, local businesses. A)What are the priorities for the leaders of: (a) BAD, (b) the EU and (c) OBT for their respective operations in Moraine? Why? The priorities for the leaders are the EU, BAD, and OBT. At first, it depends on whether the EU cooperates with developing Moraine or not because the EU is the largest organization in the European Area; therefore, the organization has a large amount of funds to support developing nations. So, if the government were able to convince the EU, it would be a big chance to develop the economy. If the EU supported, BAD needs to play a big role of managing funds from the EU because the funds from the EU must be limited. So, BAD has to assign funds for entrepreneurs. Also, BAD has to decide the standard value and rule to judge entrepreneurs. Finally, OBT has to see through them whether they contribute a developing economy in Moraine or not with the standard value and rules from BAD. 2. List two ways the New Public Management (NPM) could help the Business Assistance Department (BAD) achieve its objectives developing grassroots entrepreneurs and support your ideas.† New Public Management is a public management method to save waste expenditure and offer more convenient service. NPM has basic policies; the introduction of results-oriented approach and customer market focus. Results-oriented approach is based on the clear standard and evaluates the policy of governmental and administrative department. So, this policy makes them motivate to achieve its objectives developing grassroots entrepreneurs. Also, customer market focus is a policy that NPM pursues the customer satisfaction by regarding companies and citizens as the clients of administrative service. Therefore, NPM greatly support BAD by governmental and administrative approaches. Reference: NEW PUBLIC MANAGEMENT: ORIGINS, DIMENSIONS, AND CRITICAL IMPLICATIONS (2013/07/08) Retrieved from http://www.eolss.net/Sample-Chapters/C14/E1-34-04-01.pdf

Total Quality Management Essay -- essays research papers fc

Total Quality Management Total Quality Management Total Quality Management is a strategic system involving teamwork, which is essential to the success of all businesses. This process has been developed and strengthened over several decades. This has caused businesses to work together to improve their knowledge of recent technology and approaches to training. Total Quality Management helps to competitively meet the demands of customers’ by bringing organizations together with management enabling professionals to improve customer quality. Total Quality Management was developed not long after World War II. The United States occupation force’s was aiding Japan to help them develop quality systems to resolve problems concerning the telephone system. W. Edwards Deming and JM Juran were businessmen who were deeply concerned with the issues occurring in Japan. These businessmen eventually brought Total Quality Management to the United States although it was initially limited to munitions and telecommunications. It was a method of sorting out defective products from good products by careful inspection through a production line. (http://tqms.com/). Philip B. Crosby is a businessman who consistently emphasizes the importance of total quality Management through his numerous speeches. He solely believed in carefulness and doing things right the first time in order to prevent errors. Crosby thought it would be a greater loss of sales and money to neglect problems. He strongly believe...

Implementing Change Paper Essay

In any organization, the manager wears many hats. Their responsibilities go beyond just managing a group of people. On top of managing, they have to be communicators, coaches, and advocates, just to name a few of the many hats. Part of being an effective communicator includes reporting and implanting changes that may come down from upper management. Change can bring out many emotions in people, like anxiety. How a manager handles the change and implements it within their department can either make their people feel good about it, or heighten their concerns (â€Å"Managers And Supervisors: Importance And Role†, 2014). What is the manager’s role and responsibility in implementing change in the department? When implementing change within a department, there are specific responsibilities that a manager must uphold. First and foremost, it is important for the manager to inform the employees of what is going on and most importantly as soon as possible. When employees sense th at there may be a change, it often causes panic. When the employees aren’t sure of what exactly is going on, it allows their minds to run wild with all the possibilities and often times they are negative. Therefore, it is important they are given all the necessary information up front before they have time to assume what is going to happen (Scott, 2014). Once all the relevant information has been relayed and the employees understand all the changes that are going to take place, the manager then needs to switch into support mode. They need to be able to support their entire team through the process that is about to unfold. For example, this is important if the change will bring a heavier workload. The manager will need to provide support to the team so that they will adjust to the change as seamlessly as possible. Lastly, overall good management techniques are important when a change is being implemented. Managers should be aware of over and under managing the situation. Also, implementing a rewards program can also help ease the stress of the change (Scott, 2014). How should a manager  successfully handle staff resistance to change? A resistance to the change is bound to happen and should be expected from at least a few employees. A manager’s skills are put to the test when this happens and it is vital that they handle this situation appropriately. Resistance can come in many different forms. For example, there may be an increased number of people quitting, hostility, and in extreme cases, strikes. Any type of resistance can be troublesome for the management teams, which is why it is imperative that it is handled quickly and appropriately. For starters, the management team needs to understand that some resistance is desirable because it will help the change to be more effective. Employees who question the change in a non-malicious manner could ultimately help to refine the plans of change. Secondly, a good manager will realize that not all of their employees will respond the same to the changes and should be treated accordingly. Sometimes the resistance may come because the employees may not understand the purpose of the changes. The fix for this could be as simple as sitting down with those employees that are having trouble adjusting and thoroughly going over everything. This would include explaining why, how, and when the changes will be taking place. Define each step of the change process: assessment, planning, implementation, and evaluation The change process includes four steps, assessment, planning, implementation and evaluation. These steps can help make the change process an easier transition. According to Sull ivan and Decker (2009), â€Å"Emphasis is placed on the assessment phase of change for two reasons. Without data collection and analysis, planned change will not proceed past the â€Å"wouldn’t it be a good idea if† stage† (Sullivan & Decker, 2009, â€Å"Chapter 5, Initiating and Implementing Change, The Change Process†). Change does not have to come from only a problem, it can also come from an opportunity. Once the problem or opportunity has been properly identified, internal and external data can be collected. Many factors will have to be examined, like who would benefit from the changes and the costs associated with the changes. Once all the data has been collected, it is imperative that it gets analyzed. A statistical analysis could prove even more beneficial especially if it is presented visually, with either graphs or charts. Once a direction has been established, the next part in the process can begin. In the planning stage, the who, when, and how of the change are determined and the target area is decided. Those in the target  are should be act ively involved with the planning stage. Doing so will hopefully lessen the chances of resistance later on. In the next stage, which is implementation, the plan is put into motion. There are two different methods for change; changing an individual and changing a group. Information giving is the most common method used in changing an individuals’ attitudes and values. According to Sullivan and Decker (2009), â€Å"providing information is prerequisite to change implementation, but it is inadequate unless lack of information is the only obstacle effecting change† (Sullivan & Decker, 2009, â€Å"Chapter 5, Initiating and Implementing Change, The Change Process†). Just giving information does not give the reason for the change. Another method that can be considered to change individuals is training. This method combines information giving and actual skill practice. As for methods to change groups, â€Å"The greatest influence is achieved when group members discuss issues that are perceived as important and make relevant, binding decisions based on those discussions† (Sullivan & Decker, 2009, â€Å"Chapter 5, Initiating and Implementing Change, The Change Process†). Individual and group methods can be combined. Whichever methods are used, everyone involved should feel as though their input is important and be rewarded accordingly. The final step in the process is the evaluation. It is important to monitor the change to ensure that it the presumed benefits are being achieved financially and qualitatively. Although some outcomes may be undesirable, those too must be examined. If there are problems, they can be reevaluated and corrected. Change is never an easy process to go through. Everyone handles it differently and it often comes with feelings of fear and anxiety. This is especially true for organizations as managers play a large role when it comes to implementing the changes. There are many skills that one must possess in order to do this properly and without much backlash. It is always to be expected that retaliation will come from some in the organization, but the managers have the ability to control the extent of it. By going through the ch ange process and spending quality time on each step, retaliation can be kept to a minimum. Managers and supervisors: importance and role. (2014). Retrieved from http://www.change-management.com/tutorial-job-roles-mod4.htmNichols, V. (n.d.). How you should handle resistance to change. Retrieved from  http://www.hrzone.com/feature/people/how-you-should-handle-resistance-change/141253Scott, G. (2014). What Is the Manager Role and Responsibility in Implementing Change Within the Department?. Retrieved from http://work.chron.com/manager-role-responsibility-implementing-change-within-department-26671.htmlSullivan, E.J., & Decker, P.J. (2009). Effective leadership management nursing (7th ed.). Retrieved from The University of Phoenix eBook Collection database.

Rwandan Genocide And Ethnic Conflict - 3296 Words

I. Introduction On April 6 1994, following the death of president Juvenal Habyarimana, the state of Rwanda was hurled into chaos as genocides took the lives of 800,000 people . Began by the Hutu political elite and its military support, their main targets were the Tutsi, and Hutu moderates. Many have claimed â€Å"ethnic hatred† as the reason of the Rwanda Genocide and while an ethnic split existed in Rwanda during the conflict, the causes for the genocide are numerous and complicated. In examining the Rwanda Genocide as an ethnic conflict it is crucial that ethnicity be inspected as it affected and was affected by economic, political and social elements. The problem for explaining the brutality in Rwanda as an ethnic conflict is that as the†¦show more content†¦II. Ethnicity in Conflict Although some ethnic identities were founded on â€Å"inherent biological, cultural, or racial traits† dividing lines have mostly changed. On the contrary, the characteristics of ethnic groups are enormously personal and have undertaken a â€Å"presumed identity† . As much as ethnicity is distinguished by a mutual identity inside a specific group, it is concurrently explained by its differences with other groups. While constituents of an ethnic group take part in an identity founded on a mutual characteristic or opinion, their ethnic attributes (such as language, race, religion) are normally not all the same, and if they are, these characteristics independently are not distinct to that group. The difference in the amalgamation of characteristics that shapes an â€Å"ethnic identity† signifies that a person normally shares mutuality with more than one ethnic group. Moreover, what are the fixed dividing lines that determine an ethnic group when its constituents ha ve mutual characteristics with one other, but as well with other groups? â€Å"The ethnic label subsumes a number of simultaneous characteristics which no doubt cluster statistically, but which are not absolutely interdependent and connected† . As the discussion on ethnic conflict proceeds to grow, it has possibly grown more and more onerous to establish a