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Assignment Package
Assignment Package
Assignment 1 to 5
Table of Contents
1    Plan and Implement a Mentoring Program    2
1.1    Overview of Mentoring Program    2
1.2    Business Insights    3
1.3    Accomplishment from the Mentoring Program    3
1.4    Mission and Objective    4
1.4.1    Terms, Definition and Use of Acronyms    5
1.5    Scope of the Policy    5
1.6    Policy    5
1.7    Essence of Mentoring Program    6
1.8    The Mentor - Role and Responsibilities    7
1.9    The Mentee - Role and Responsibilities    7
1.10    The Business Units - Role and Responsibilities    8
1.11    Challenges from the Mentoring Program    9
1.12    Benefits to Mentor from the Implementation of Mentoring Program    10
1.13    Implementation Program of Mentoring    11
1.14    Conclusion    12
2    Lead Innovative Thinking and Practice    14
2.1    Overview    14
2.2    Scope of Policies    15
2.3    Essence of the Policies    15
2.4    Context of Response    16
2.5    Techniques    16
2.6    Business Insights and Implementation Plan    17
2.7    Develop own capacity to lead innovative thinking and practice in an organizational context    18
2.8    Diffusion of Innovation Theory    19
3    Initiate and Lead Applied Research    21
3.1    Overview    21
3.2    Scope of the Policy and Initiative Details    21
3.3    Business Insights and Implementation Program    22
3.4    Implementation of Lead Applied Research    22
3.5    Process of Lead Ideation    25
3.6    Film Creation    25
4    Lead learning Strategy Implementation    26
4.1    Abstract    26
4.2    Scope of Policy and Initiative Details    26
4.3    Lead learning Strategy Implementation    27
4.4    Business Insights and Work Action Plan    27
4.5    Hindrances to Organizational Learning    27
4.6    Implementation of Lead learning Strategy    31
4.7    Process of Lead learning Strategy    31
4.7.1    Procedure 1: How to Overcome Employee Resistance to Change and Organizational Learning    31
4.7.2    Procedure 2: Leadership Focus Towards Organizational Learning    32
4.7.3    Procedure 3: Promoting Team Collaboration and Strong Team Dynamics    32
4.7.4    Procedure 4: Long Term Focus and Establishing a culture of dynamic development    33
5    Contribution to Organization Development    35
5.1    Abstract    35
5.2    Organization Contribution    35
5.3    Rationale behind the Initiative    36
5.4    Implementation Plan and Details    37
5.5    Internal Analysis - Contribution of Organization Culture, Beliefs and Practices    38
5.6    External Analysis    39
5.7    Government    39
5.8    organization Challenges for Contributions and Resolutions    40
5.9    Implementation of Policy    41
5.10    Scope of Policy    41
5.11    Details of Policies and Initiatives    42
5.12    Details of Polices    42
References    44
Plan and Implement a Mentoring Program
Overview of Mentoring Program
It is a known fact that solid mentoring initiative in the corporates are very essential to fuel growth and lays strong foundation for powerful development. Perhaps, the value that a well-thought mentoring program can offer goes deep that is why we observe many multi-nationals and big marquee organization like Deloitte, Microsoft, Google, Boeing and KPMG conduct seamless mentoring programs. We can learn from these most recognizable companies all across the globe that mentorship can bring revive competitive advantage. Indeed, mentoring program cannot build strong succession for the organizations but also enhance employee engagement, rise the levels of satisfaction, keep them happy and motivated.
Business Insights
Oversight of the mentoring framework and successful implementation of mentoring program on the ground will be delegated to the Director of Human Resource and various Learning and Development department of the organization. Eventually, there will be delegation to middle-layer management will project growth and expansion of current mentoring program. However, this plan of mentoring program will also offer structure to check the quality of interactions and evaluate the outcomes at each check points. Therefore, appointment and establishment of Learning and Workforce Development Office (LWDO) will come into picture. LWDP will also be responsible to oversee and supervise the integration of organizational mentoring components in collaboration to the Human Resource Departments. This mentoring program will comprehend the framework, essential tools as well as offer roadmap to identify the priorities, designated responsibilities and criteria in order to meet the objectives. Plan of this program is to provide holistic foundation for knowledge sharing as well as systematic process for LWDO to conduct the mission of developing leadership, blending learning with developmental opportunities for the employees. The primary function of the Mentoring program is to develop strong leadership skills that is implemented in the organization. This initiative will also establish protege in form of mentees in every domain.
Accomplishment from the Mentoring Program
Create associations with different departmental associations to address the business's requirement for a top performer, high potential employees who are versatile; who rouse, propel, and manage others to create unmistakable outcomes;
· Who can coach and challenge the labor force; and who show exclusive expectations of genuineness, honesty, trust, transparency and develop mutual respect
· Deep dive into organization’s processes and procedure and responsibility for the program's prosperity factors, and wanted results and assessment of the degree and nature of program exercises.
· Increase and guarantee the board support, subsequently expanding representative cooperation and program achievement.
· Strive to expand the labor force insight that tutoring system and administrations are profession advancement and long-lasting learning encounters.
· Enhance the mindfulness of the employees that organization offers more than one way to enhance in the career. It also guarantees the program configuration incorporates coaching alternatives that address the departmental issues and concerns.
· Provide strategy and techniques pointed toward guaranteeing propriety, adequacy, and productivity in exercises, ensure hierarchical coordination into the in general tutoring program.
· Demonstrate office purchase in through SES authority and the board obligation to learning and improvement programs.
· Ensure program alterations depend on overview and assessment discoveries as well as changes in Federal rules, what's more, are in absolute consistence with the mission and objectives of the Department.
Mission and Objective
The primary function of the Mentoring program is to develop strong leadership skills that is implemented in the organization. This initiative will also establish protege in form of mentees in every domain. The mentoring program offers standard procedure to employees to grow and excel in life. Organization has consistent approach for business and professional level.
Terms, Definition and Use of Acronyms
· Dedicated Formal Mentoring - This form of mentoring takes place in a structured way. The organization unit coordinates entire mentoring program such that employees can gauge professional development program
· Informal Mentoring - This form of meeting takes place beyond the organized mentoring initiatives. Personal rapport is conducted between mentor and mentee that helps one the adapt with changing dynamics of the business
Scope of the Policy
Mentoring policy covers both only the dedicated and formal mentoring initiatives. This is open to all the employees to participate in the organization. However, mentoring is perhaps different from the performance management and employee appraisal procedures.
Policy
The organization encourages and promotes mentoring within the workforce. However, participation is mentoring is completely voluntary and confidential in nature. A relationship of mentoring is efficient and effective for growth and development of employees. Enabling employees to collaborate beyond boundaries and interact in such a way that there is knowledge transfer and sharing of information takes place.
· Specific and particular objective achieved with the policy
· Enable and promote mentoring such that a strong learning relationship is developed
· Process is completely voluntarily and process is not imposed
· Recognize mentoring as explicit valued skill and valuable development framework for career growth in profession of mentors as well as mentee.
· Ensure that mentoring specifically support the personal development and career advancement. However, it neither should be confused with nor should be substituted with any supervisory responsibilities that arise from annual or mid-year performance appraisal systems.
Develop a strong working relationship that furnishes complete transfer of tacit and intellectual knowledge transfer. Mentoring program is governed by working policies of the organization with respect to quality, offering equal opportunity, mentoring and inclusiveness as well a code of conduct as well as privacy. By the virtue of this mentoring program, organization is able to offer assistance to establish mentoring relationships and create a pro-active learning ecosystem at work. By any means this policy does not intend to impose any obligations for the organizational units where there isn’t any requirements of mentoring or disturb the existing setting which are functioning.
Essence of Mentoring Program
Nature - The entire essence and nature of mentoring is to remain private as well as offer non-reporting relationships. The formal set up of mentoring should not disturb any organizational structures which are already in place.
Enable and empower employees to transfer knowledge without disturbing existing organization structures that are in place. Bolster critical thinking, design and innovation. Mentoring program involves interaction with many stakeholders and non-directive dialogue instead of instructions
The Mentor - Role and Responsibilities
Mentoring involves an inclusion of strong mentors who can become leaders and train others to fill their present position in order to ensure seamless flow of operations in the business. Therefore, in mentoring typically includes a more experienced individual controlling and supporting a less experienced individual to accomplish objectives in a region where the coach has the experience, which can include:
· Knowledge transfer and information sharing of mastery and encounters;
· Developing solution mind-set and proposing answers for issues;
· Going about as a sounding board and giving elective viewpoints;
· Performing the role of Ambassadors of the organization and trading input and insights
· Acquainting the mentee and making him or her feel comfortable with others and organizations to help them in their vocation.
· The relationship of mentor or a coach with his/ her mentee needs to be formal as well as to share the obligation to notice the private idea of the relationship and the discourse emerging inside it.
The Mentee - Role and Responsibilities
A mentee is the person who is selected to be coached and mentor by the organization. Most probably, he or she is a high potential and high performing employee who is dedicated towards the organization. Essentially, the critical responsibility of the mentee can change contingent upon the unique circumstance and reason for the tutoring relationship however, on a basic level may include below mentioned aspects:
· Assuming liability for distinguishing and accomplishing their own improvement objectives
· Starting gatherings with the guide, overseeing meeting dates and times and arranging the plan for conversations inside the relationship
· Synchronizing with the mentor and absorbing the information download, explaining, reflecting back and talking about
· Sharing aptitude and experience
· Knowledge transfer and imparting key insights as well as input to the guide about how the relationship is advancing to improve the results they are accomplishing from tutoring gatherings.
The Business Units - Role and Responsibilities
It is normal that heads of authoritative units will survey the tutoring needs of their staff as a component of their yearly essential arranging measure.
· Heads of authoritative units and managers are urged to explicitly perceive the benefit of coaching abilities by:
· Anticipating staff, who act or will go about as tutors, to partake in suitable preparing and get sufficient help as and when required;
· Assessing the responsibility suggestions when arranging the commitments of people as coaches or as tutoring program organizers; and
· Recognizing huge individual commitments and great practice as a tutor as a segment of administration in execution surveys.
Challenges from the Mentoring Program
Conflicts are natural as well as inevitable part of professional and personal relationships. We have always perceived conflict as a negative event and related it with failure and collapse of team. Indeed, I had the same feeling and would rather picture of shouting peers, angry faces or nerve-shattering stressful confrontations attach all the time. It turns out conflicts aren’t always negative or detrimental to the team. As explained in the article "How Management Teams Can Have a Good Fight" by Kathleen M. Eisenhardt , Jean L. Kahwajy and L.J. Bourgeois III conflicts can be very productive as well as positive in a group and psychologically can influence the mindset positively.
This is because team members can roll-up their sleeves and work together to solve problem at hands. Conflicts that are constructive enables the teams to make creative solution to complex problems as well as take high-stake decisions under considerable uncertainty and inclined towards to move promptly to face intense pressure and build required capabilities in this dynamic world. Senior leaders and effective managers are aware about several advantages of conflicts and are also aware about the fact that it is necessary for growth. We live in most dynamic times of all where disruption takes place every minute making traditional obsolete.
By formal definition of the term conflict, it can be explained as competitive actions that opposes consensus. A complete state of antagonistic actions and divergent ideas. It also represents mental struggle that may result into incompatible expectations. However, this is the most short-sighted and superficial explanation of conflict. Sure, conflicts can be difficult but it has some amazing growth benefits and brings about necessary changes. As its rightly said, "No Pain, No Gain" is very relevant while summarizing this article as nobody likes pain but that’s the thing that wakes us up from our slumber, motivates us to go out of our comfort zone and guides us when to pivot as well as when to react. One of the expressions about conflict mentioned in this article which has become my absolute favorite is that conflict is like a tea bad, one has no idea how strong it is until it gets into the hot water.
Benefits to Mentor from the Implementation of Mentoring Program
A business coach or perhaps a mentor, by excellence of their experience, will actually want to help the mentee steer through the association. Maybe more significantly, the business guide will help the mentee to see a portion of the more casual methods of completing things and a portion of the unwritten and implicit methods of working (the universe of corporate governmental issues!), and accordingly build up the mentee's expert skill and vocation.
The business tutor is somebody with whom the mentee can examine and work through concerns or openings that they might not have any desire to open to their nearby unrivaled. Without a doubt, it is possible that the predominant is one of the mentee's interests. Keep in mind, the better likely could be feeling the squeeze than think of transient expectations, and may hence not be thoughtful to the mentee's more extended term profession objectives. The mentee may feel that they are working in a climate that doesn't fit with their favored methods of working. They may not know about this, maybe having a vague sensation of things not being very correct. Interacting and collaborating with somebody, for example, a business coach, who can bring a more extensive viewpoint, may help the mentee to perceive what's going on and distinguish the way of life that is appropriate for them.
Implementation Program of Mentoring
There are immense benefits of mentoring at workplace. You can find four major benefits of promoting and implementing mentoring in the workplace (Young, J. and Brinkworth, C., 2018).
1. Mentoring enhances Productivity - Performance and productivity form the heart of any organization. Mentoring in the organization advances healthy competition among the employees such that it boosts the moral of employees. Employees belonging to diverse cultural background brings their unique skills on the table.
2. Enhances Creativity & Innovation- Creativity is the mental ability to enhance unique ideas and create something new. Extension of creativity is innovation which primarily is transformation of these unique ideas into new entities. A diverse employee base of the business enables more innovation and brings more creative ideas.
3. Effective minimization of Unconscious Biases - Unconscious biases can automatically and unconsciously creep into the process of any decision making in the business as well as retard the organization from taking optimum actions. Mentoring in the workplace helps in effectively reducing these biases since it makes all the stakeholders more aware about the things, they don’t know about as well as clear the confusion.
4. Enhances Global Reputation and Employer Brand - Mentoring helps in developing a great reputation for the organization in the market place which results to enhance their revenues and profitability. Besides promoting an organization that offers equal opportunity to their employees based on the merit, organization can leverage global respect that can help in attracting talent in the marketplace.
Conclusion
I feel any organization to flourish and prosper in future, it requires employee base that are talented and meritorious. Therefore, I would focus on program to create a diverse workforce and revamping the recruitment process. Instead of basing the recruitment decision on gender, I think hiring process of organization needs to be redesigned in such a way that it provides equal opportunities to individuals based on their excellence and skills for the role rather than stereotyping the role based on gender. Furthermore, organization need to identify roles in the senior management that can be led by women so that it promotes career aspiration for many others to grow in the company. This would provide mentoring in ideas and perspective to management when they approach a new challenge along with creating a workplace that is more inclusive.
Lead Innovative Thinking and Practice
Overview
In this dynamic environment where disruption has become second nature to the business, if any organization wants to not only survive but thrive innovation and creative thinking is imperative in its strategy. Indeed, innovation can be referred as an effective concept for stimulating economic growth as well as enhancing the quality of human life. In order for any organization to leverage the benefits of innovation it needs to base its core values on three important parameters - Honesty, Rigor and Faith (Allio, R. J., 2006). I strongly believe that if organization blends their culture and establishes their culture with respect to the Honesty, Rigor and Faith. Five lessons from these core values that is lacking the field of human services are mentioned below
· Lack of creativity
· Resistance to change
· Employee disengagement at work
· Lack of feedback culture
· Entangling excessively in organizational bureaucracy
Scope of Policies
Leaders are the backbone of the organization, the skills and insights they have offered will helped the organization not only survive the test of time but also thrive in the years to come. It is the leadership skills of the managers, leaders and senior management that organization reached new heights (Analoui, F., & Karami, A., 2002). One of the most important leadership competencies is enable its employees with required resources in order to achieve the required objective. Second important competencies is racial transparency and contributing to business beyond the bottom line. In order for leader to establish a culture of innovation and creativity in the organization it is essential that leader is emotional intelligent (EQ) and able to communicate the message effectively to its team (Bart, C. K., Bontis, N., & Taggar, S., 2001).
Essence of the Policies
Innovative thinking can be defined as the process of thinking something new and innovative. It can help in converting an innovative and creative idea into practical application. Being innovative has become a necessary skill for every individual to have if they want to stand out of the competition (Block, Fisch and Van Praag, 2017). It means implementing innovative and new ideas in order to improve products and services. Innovative thinking, simply means to be able to consider something in a new and improved way. Innovation can differ from industry to industry, i.e., an innovation in the educational industry will differ from the one in smartphone industry. Educational systems around the world are different from each other among which the Australia is reviewed as the one having of the leading systems in the world. This report reviews the Australian Education system using various tools and techniques. It also explains the practice of innovative thinking in an organizational context. Organization chosen for this report is German International School Sydney, that offers complete school education from preschool to Year 12. Respective report analyzes specific conditions for innovation and various issues that can have an impact on both collective as well as individual innovative thinking. Various strategies have been developed in order to foster a workplace culture that encourages innovation. Apart from this, various challenges as well as barriers to innovation and the ways of overcoming them within an organization have also been discussed.
Context of Response
Various tools and techniques to stimulate creative or innovative thinking. In today’s world, creative or innovative thinking has become an essential requirement for individuals (Brodin, 2016). This is because it helps them looking at various situations and problems through a fresh perspective. The different tools and techniques to stimulate creative or innovative thinking are explained below –
Tools
· Google trends is a tool shows up to date information about what is it that people are searching for. This can generate an opportunity for creative thinking.
· UberSuggest is another tool that suggests the most popular keywords that are related to a particular search query. This can provide an innovative...