For Fathers and Mothers, see the challenges and importance of leading the family (children and teenagers life) to share the family values in this very harsh world. Fatherhood role is divine, God-given to manhood. Parenting comes with great responsibilities. It takes a man to raise a boy into manhood motherhood alike raising a girl into a woman. Are you doing your Godly given duty? Be responsible.
Sunday, June 21, 2015
Happy Father's Day 2015, From Fatherhood Life Academe
Friday, June 19, 2015
Graduate Organizational Management (MGMT) Course: Case Study 3, Introduction Previous Work Position
Graduate Organizational Management (MGMT)
Course: Case Study 3, Introduction Previous Work Position.
MGMT500
B001 Spr 12 - Week-3 Case Study 3 -
Professor
Dr. Jerome Pionk
April
22, 2012, by Mr. Valerian B-K. Masao II
I worked as a
program manager of one of the group home run by a not-for-profit organization.
The group home capacity was 12 individuals with all range of developmental
disabilities. The Six Sigma project that I identified includes understaffing
that was increasingly costly and caused exhaustion with burnout to Direct Care
Workers (DCW) from due to the mandatory overtime. Also during this time
allegation of abuse toward individuals and work related injuries were at the
most high, causing the medical spending for work related to double. As manager,
it was my responsibility to make sure that my group home met the parameters
coverage, safety measures and precautions were taken to keep the group home
(both staff and individuals/clients safe) and yet to operate within the budget.
However, the administration disconnect was vivid, because the overtime was increasingly
becoming costly, overall budgeting spending was high and the drivers of these
spending were not addressed rather bandaged or postponed. For example, the
administration thought of controlling overtime by only allow me to approve 10
hours of over time per employee within the pay period, yet to cover the
parameters. Unrealistic approach to meet the required state and federal
compliance by the regulatory agencies; to meet these compliances I needed at
least 2 new employees (DCWs) to overhaul the system and consume all the
overtime, ovoid burnout, zero injury, maintain safety and drop down the budgetary
cost and spending.
Graduate Organizational Management Course: Case Study Week 2 Launching Six Sigma Way
Graduate Organizational Management (MGMT) Course: Case Study Week 2 Launching Six Sigma Way:
Valerian
B-K. Masao II
Dr.
Dr. Jerome Pionk
MGMT500
B001 Spr 12 - Week-2 Case Study - Valerian B-K. Masao II
April
15, 2012
In pretense that
I’m promoted as a new manager for a large corporation that does not use Six
Sigma; I will follow the 8 steps explaining on how I would go about this
potential “launch” the Six Sigma and keeping it running successfully. First of
all I will need the competence of key concept of Six Sigma practices and role
models. This is to acknowledge that Six Sigma is not just a notion without
realistic human capital investment. Because human capital investment is
depending on human and human are unique one another, so as the key practices
and rode models of Six Sigma in any business bare the same unique status as
human capital because businesses and organizations are made up by unique
individuals. This is to say that what is working at a Wall Street Corporation
certainly might not work at any or some Main Street Banks although both
corporations they may have similar goals, objectives and mission, investing
capital, selling stocks, creditors and so on. Nevertheless, what a new manager
who want to launch Six Sigma and lead it run successfully is apply successful
best practice benchmarks that have been used by other businesses in similar
scenarios, themes, problems or business practices and personalize them as list
of key leadership actions to Six Sigma as successful start-up in building a
long life integrated management system. {Pande, Neuman and Cavanagh, p. 109 and
110}
Organizational Management (MGMT) Graduate Course: Six SIGMA, Case Study 1 Assignment
Organizational
Management (MGMT) Graduate Course
MGMT500, Six SIGMA, Case Study 1 Assignment-
Valerian B-K Masao II
Valerian B-K Masao II
Six SIGMA
Six SIGMA System
is “a comprehensive and flexible system for achieving, sustaining and
maximizing business success”. (Pande, N. a. C. (2000) preface xi). Also based
on Pande, N. a. C. Six SIGMA unlike Total Quality Management (TQM) and its
other predecessors is exceptionally dealing and conceptualizing the sole
desires of clients and customers by using the benefits of new technologies that
are more close to exactly information that clients and customers desire. Six
SIGMA among all with its greatly use modern technologies that gives it upper
hand attaining and using customer’s facts, statistics and facts that shape it
to become dynamic system that is sustainable to business management by offering
quality desired products/services with efficiency and profitable.
Graduate HRM Course: Final Research Learning Assignment On HR Plan
Graduate Human Resource Management (HRM) Course
Final Research Learning Assignment On HR
Plan:
APUS-HRMT600 1001 Spr 12 Week 8 – Final Assignment
Valerian B-K. Masao II
Human Resources Management, Spring
2012
Dr. Jill
July 1st, 2012
This HR Plan, final project paper is
focused on the role of HRM in the organization that I currently work for as
Project Manager, one of the crucial dependent of HRM Division for operational
and achieving the organizational goals’ purposes. The organization was
established 1800, as the Benevolent Society of the New York’s greater Capital District/Region
and surroundings to assist local indigent women and children as an orphan
asylum.
Graduate HRM Course: Learning Summary On Health & Safety and Organized Labor, Assignment
Graduate Human Resource Management (HRM)
HRMT600 –Learning Summary On Health & Safety and Organized Labor Assignment
Valerian
B-K. Masao II
Human
Resources Management, Spring 2012
Dr.
Jill
June
24th, 2012
I this session of week 4 to 6, I learned
that HRM I learn that it is important
for HRM to understand that its sole responsibilities is to manage employees
relations, employees development, career development and advocating employees’
general wellbeing within the organization, while serving the organization to
reach its strategic goals effectively and efficiently because these functions
are intertwine in productivity and achieving organizational goals. This
responsibility by HRM starts day one after employee(s) is selected for hiring,
granted position, by socializing, orienting and training as employee(s)
development, the process of helping new employees to adapt their organizations
and work responsibilities; and after employee(s) is grated a permanent job
offer now HRM can focus on career development by looking at the long-term
career effectiveness and success of the employee(s) and the organizational
strategic goals (DeCenzo & Robbins, (2010) p. 184 and 211). For example at
my organization we do have very intense orientation and filtration due to state
and federal compliance regulations that include FBI background
investigation/clearance, some can easily get discouraged because cause of the
compensation, but those who can manage to get permanent employment, 6 months
after orientation, they qualify for $1,000 tuition reimbursement each semester
for full time students in the approved fields; this is a very good career
development program that can attract experienced and possible high skilled
professionals that can benefit the organization. In regards to UPS Community
Internship Program (CIP) as on Case 8-B I learned the importance of HRM to
consider socialization skills, here UPS used CIP training its managers to
socialize with residents in the communities as a way to attain skills of
finding out workable solutions to transportation, housing, education and heal
care problems that the community member endures, diversifying the management;
and lesson here is the successful HRM expectations to CIP training graduates to
be able to listen and become empathetic toward employees because now they know
what they are enduring (DeCenzo & Robbins, (2010), p. 205-206).
Graduate HRM Course: My Learning Summary Assignment
Graduate Human Resource Management (HRM)
Learning Summary
HRMT600 1001 Spr
12 Week 3 – Assignment
Valerian B-K.
Masao II
Human Resources
Management, Spring 2012
Dr. Jill
May 27, 2012
Documents
personal learning and meaning weeks 1-3
So
far in this course, HRMT600, personal learning were such as strategic HRM goals
(p. 31-4), challenges, changes and evolution of HRM through globalization,
cultures and technology (p. 4,5, 11), and the ability to distinguish amid
functions of HRM, i.e. at the moment in this class I have clearly understood
the employee discipline, and recruitment and selection process. In the
employees’ disciplinary action, I have learned a great deal of dilemma between
moral and legal issues. Of course, all the above and HRM functions as employer
and organization management as a whole are expected to work under a certain set
of rules and regulations (laws) developed by local, state and federal
government. The most vicarious areas that I have become more enlightened from
include the laws that HRM practice directly/discriminatory practices are such
as, the Civil Rights Acts of 1866, 1964 and 1991, Age Discrimination in
Employment Act (ADEA), American With Disabilities Act (ADA) of 1990, Equal
Employment Opportunity Act (EEOA), Pregnancy Discrimination Act of 1978, Affirmative
Action, The Family and Medical Leave Act of (FMLA) 1993 and Uniformed Services
Employment and Reemployment Rights Act (USERRA) of 1994 (DeCenzo and Robbins,
(2012), p. 58, 59, 60, 61, 62, 63 and 64). I learned that a successful HRM
professional need to be a good adviser and liaison to the organization’s
management and set policies and entire HRM practice within these set of laws,
because law suits have negative repercussions on organization and need to be
avoided whenever necessary. Understanding these laws has helped me, as a newly
appointed HRM professional, to avoid possible legal and ethical conundrum. I
have applied many of the laws to my personal learning because, recently, a
staff person developed a nervous breakdown condition that, as a manager, I felt
that she was not capable of performing her job sufficiently, but based on the
Union contract and her job description there was not a clause that indicated I
would be able to terminate her employment without legal consequences.
Therefore, I started by progressive disciplinary action whenever there was an
occurrence, such as, tardiness, and insubordination.
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