Risk Management Process Section Of Management - 2300 Words

Prepare the Scope and Objectives of the Risk Management Process section of the Risk Management Plan based on the facts presented in the case study Risk management process is an important aspect of the organization. There are various threats that may impede the organization’s success. For example, the scenario in the case study may make the company lose a number of loyal customers; hence, reduction in sales revenue. The scope and objectives of the risk management process should be in line with the overall risk management plan. They are important elements in providing the guidelines for the management in the implementation of the risk management plan. The main objective of the risk management process is to develop a method to monitoring, evaluating, and managing the risks in the entire project life. Risks are usually uncertain, and may have a positive or negative impact on the project objectives (Govori, 2012). With respect to the case study, theft of customer data is a risk. It is uncertain, and gets the organization in a time that it has not fully completed its risk management plan. The objective of the risk management p rocess, in this case, is to establish an approach to monitoring the customer use of credit cards, identifying the authenticity of the transactions, and managing the use of the credit cards to avoid any fraudulent activities. Next, the risk management process would identify the potential risk sources; evaluate the individual risks and effect on cost,Show MoreRelatedWhat Is Iso 9001? Iso 9001 Is An International Standard1207 Words   |  5 PagesISO 9001 is an international standard that focus on the requirements for a quality management system. Companies in different countries use this system as it proves the capability to consistently provide products and services that meet customer and requirements that they want. The first signs of ISO (International Organization for Standardization) 9001 was back in 1987, this was the birth time when the quality management standard system (ISO 9001) began after ISO 9000 was seen to be â€Å"†¦as too formal,Read MoreThe Association For Project Management1141 Words   |  5 PagesThe Association for Project Management (APM) published the first edition of the APM body of knowledge (APM Bok) in 1992. The reason for publishing APM Bok was because, PMBOK ® does no t elaborate upon knowledge of interpersonal skills and interaction with the stakeholders. In 2012, APM Body of Knowledge 6th edition was published, and unlike the old version, the 6th edition is based on analysis of the functions rather than on a project life cycle. APM Body of Knowledge 6th edition provides the standardRead MoreSwot Analysis : Chopped Nuts Essay1524 Words   |  7 PagesChopped Nuts produces ground nuts that comply with customer specifications and are safe for human consumption, it shall comply with New Zealand regulatory requirements by implementing a Quality Management System (QMS) in accordance with ISO 9001 guidelines outlined in the 2008 4th Edition ISO 9001 Quality Management System Requirements (ISO, 2008). Likewise, Chopped nuts is recommended to design and evaluate its processes using the Hazard Analysis and Critical Control Point (HACCP) framework to ensureRead MoreThe Convention Center Is The Host Of The Independent Party1363 Words   |  6 Pageswide range of events such as speeches, nomination process, seminars, the stating of the party platform, and parades. While all these activities have a certain amount of risk involved, parades and the demonstrations that occur during a political convention provide a greater amount of risk. As a result, the following risk management plan will address the risk associated with parades and demonstrations, and offer a solution that will reduce the risks associated with these events. â€Å"A parade is a publicRead MoreSwot Analysis : Chopped Nuts Essay1439 Words   |  6 Pageswill provide ground nuts for Wonderful. To ensure that the company produces ground nuts that comply with customer specifications and are safe for human consumption, it shall comply with New Zealand regulatory requirements by implementing a Quality Management System (QMS) in accordance with ISO 9001 guidelines. Likewise, Chopped nuts is recommended to design and evaluate its processes using the Hazard Analysis and Critical Control Point (HACCP) framework to ensure the highest levels of food safety. Read MoreQuestions On Risk Assessment Process Essay944 Words   |  4 PagesRisk Assessment Process Every firm faces risks, both internal and external, that must be dealt with. In order to assess risk, the auditor must understand what roll the area that’s being audited plays in the business. The purpose of risk assessment is to identify and evaluate the risks relevant to that area of the business and to determine how to manage these risks. The auditor then identifies the internal controls that regulate those risks – these are the internal controls the auditor should focusRead MoreAn Report About Ghd Services Inc.1658 Words   |  7 Pagesadequate description of the FS process. General comments are provided in Section 2, Specific comments are provided in Section 3, and State comments are provided in Section 4. 2.0 GENERAL REVIEW COMMENTS 1. As previously note in EPA’s approval of the Tier 2 Remedial Investigation (RI) report, lacking of site specific creel study information, EPA and LDEQ believe the use of default inputs and/or values directed in previous agency comments are appropriate for conducting a risk assessment under the SuperfundRead MoreCrisis Management of Potential Site Risks in Quebec1776 Words   |  7 PagesCrisis Management Potential site risk in Quebec Earthquake According to the Kovacs (2010) each year, around 4000 earthquakes are recorded in Canada. These earthquakes are mostly small but some earthquakes are large. A huge earthquake will strike some day everywhere in Canada. There is 5 to 15 percent probability that earthquake will strike in Southern Quebec including Montreal and Quebec City in the following fifty years. The western Quebec seismic zone includes Montreal. Even though the risk is lowerRead MoreCase Study : Services Inc.1615 Words   |  7 Pagesadequate description of the FS process. General comments are provided in Section 2, Specific comments are provided in Section 3, and State comments are provided in Section 4. 2.0 GENERAL REVIEW COMMENTS 1. As previously note in EPA’s approval for the Tier 2 Remedial Investigation (RI) report, lacking of site specific creel study information, EPA and LDEQ believe the use of default inputs and/or values directed in previous agency comments are appropriate for conducting a risk assessment under the SuperfundRead MoreIntroduction Of A Supply Chain Management1564 Words   |  7 Pagesa set of organizations that work together to take in raw materials, convert the raw materials into higher value products, and sell the products to the end customer (Kelly 2005). The management of these flows to generate profit is known as supply chain management (Sodhi and Tang 2012). Supply chain risk management (SCRM) is defined, very broadly, as the identification, analysis and evaluation of events that can have a negative effect on supply chain performance. SCRM also includes the implementation

Suffering and Death in Africa Essay - 913 Words

In Africa, it is a known fact that many people are suffering from a variety of diseases. Currently, the most common diseases is HIVs/AIDs, which is especially a problem in South-Africa. Almost 68 percent of the people suffering from diseases have HIVs/AIDs. It was recorded that out of 58.03 million people who died globally in 2005, 10.9 million were from Africa. And also that almost 50% the population in Africa lack of access to essential medicines, meaning that people are suffering and dying from the simple lack of materials. While more than 70 percent of HIV infection worldwide is through heterosexual sex, in sub-Saharan Africa the percentage is higher (Jackson 2002). Another way that HIV is transmitted is HIV-infected mother to her†¦show more content†¦But ARVs drugs don’t prevent infection or cure the virus. But they do, however, put a stop to life cycle of the virus, preventing its reproduction and its life cycle. ARVs can reduce the patients viral load to undete ctable levels. But ARVs were unaffordable in Africa until 2001 when an Indian drug company, Cipla, offered to provide a years supply for $350, one-fortieth the cost in countries such as the United States. Although the price of ARVs has fallen dramatically, only a few Africans have access to the drugs. Also not only is it the lack of transportation but also the lack of knowledge that have affected the people. With better knowledge there could be nurses and doctors helping out the people in need. And it is because of the lack of clean medical equipment’s, malnutrition, parasitic infection, poor sanitation, knowledge and lack of transportation that many people are suffering and dying each and every day. An American scientist, Peter Duesberg, stated that the HIVs/AIDS known and recognized in African are no way simile and are completely different from the HIVs/AIDS found in American and European. Duesberg said that, they way HIV is transmitted and handled in the USA and Eu rope are not in any way similar in the way it is transmitted in Africa. In Africa the HIV virus is not very commonly responsible for any of the sexually transmitted disease that have been happening in the USA and Europe. He stated that many of the diseases that are diagnosed as AIDS inShow MoreRelated Africas Health Care Crisis Essay1529 Words   |  7 Pages The residents of Africa are suffering from preventable, treatable, and fatal diseases everyday at a higher rate compared to developed countries. The healthcare crisis in Africa is the primary cause of all these deaths, and includes inefficient healthcare systems. Consequently, Africans inefficient healthcare systems results in poor delivery of care and a shortage of health professionals. 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Computing Multimedia Case Study free essay sample

Computing Multimedia, a multimedia services company to medium and large sized business, has been a pioneer for over twelve years now providing multimedia-computing solutions to enterprises. However, after being recognized on a national level as a provider of high-end multi media applications, CMMi is facing the conflict of lack of customer retention. Although the industry as a whole is booming and CMMi continues to receive new customers, an abundance of previous customers have been noted to transferring their business to a rival competitor, Knights amp; Schoening. In order to better understand the root of this problem, Noreen Kopf, the marketing director at CMMi has decided to issue a customer satisfaction survey to be taken by 81 clients to better understand what drives customer satisfaction and retention. The survey evaluates both the overall satisfaction of CMMi and Knights and Schoening, as well as rates the companies on a scale of one to five for eight independent variables including information provided with product, longevity of hardware, performance of products, features of products, price of products, ease of use of products, reliability of products, documentation provided with products, operating costs of products, delivery time of orders, response time of customer support and expertise of customer support. We will write a custom essay sample on Computing Multimedia Case Study or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Using the results from the customer survey, we can evaluate the importance of each of these variables, and determine which of these variables are valid and critical drivers of customer satisfaction and customer retention. The first step in understanding this is to run a regression analysis of the results to determine the R2 value, which is the measure of the validity of a regression model in predicting future outcomes.

Organisational Development Interventions †MyAssignmenthelp.com

Questions: 1.Identify whether the problems in the organisation are primarily cultural, technological or structural (or some blend of these factors). Please justify your analysis with reference to the case?2.Identified and explain how organisational development could improve efficiency and effectiveness in the organisation? Answers: Introduction: Employees are the working force of any organisations. The reputation, productivity and profit of an organisation depend on employment relationship. Often it has been seen that an organisation faces various kinds of troubles due to lack of communication between the employees and managers. An organisation generally comprises of three categories of employees, firstly the people who develop plans, next the people who execute the plans and finally the people who investigate the effects of the plans. Communication between each level of employees and sharing the problems and feedbacks with the authorities help an organisation to maintain the stability in employment relations. The following case study contains various problems in Tims organisation, which have been developed majorly due to lack of communication between the employees categorized on their roles. Many employees have suppressed many issues only due to the fear of losing job (Anderson, 2017). The purpose of the discussion is to find out and analyse the major problems in Tims organisation from experts view point and to verify the justification of the solutions that are provided within the case study. Identification of Problems: The major problem in Tims organisation is communication between various departments. Working departments of Tims organisation can be classified into three groups like assessors, crew and inspectors respectively. There are many issues lie within the organisation that elevates the difference among the teams. Departments only communicate with each other when they have severe issues or major complaints again the other departments (Bansal, 2015). An incident had occurred within the organisation when a crew leader had a loud conversation with an assessor telling him that he or she was not doing the job appropriately. Problems are highlighted that crew is not trusted to take circumstantial or emergency decisions during the work (Anderson, 2017). Another general problem is that any decision that has been taken by the authority does not contain the proper follow-through by the authority and each of the departments. Main factors those are associated with the problems of the crew are appreciati on, respect and trust. Crew members felt that they have not been treated with appropriate respect within the organisation and their works have not been appreciated, rather benefits of the company are noticed by the managers primarily (Raoufi, Fayek Gellatly, 2016). Crew is feeling that their voice is expandable within the organisation and they cannot relate themselves as an irreplaceable part of the organisation. S.W.O.T. Analysis: S.W.O.T. analysis can be performed on Tims organisation through which the problems within the organisation can be analysed and pathway for solutions can be achieved. Main strength of the organisation is Tims resilience to solve the problems at any cost. Tim has identified the problems within the organisation before it becomes too late. In order to solve the problems Tim has requested for expert advices and to obtain solutions for the problems and specifically has taken care that firing an employee does not become a primary solution (Kersley et al., 2013). Weaknesses of the organisation are the issues that have developed within the employees especially within crew members. Lack of communication, hiding issues frommanagement and constant development of war-like situation within the organisation are the weaknesses of Tims organisation (Kacmar et al., 2013). Opportunity is the arrival of experts opinion in order to solve the various issues. Intervention of outside party has provided Tim with a support system to plan the intervention. The suggestion has been given to form a three staged intervention plan that contains the sessions where an employee can identify their worst experiences, can describe the effects of those experiences and can tell about the communication and authority involvement to compensate those experiences (Noon, Blyton Morrell, 2013). Threats are visible before and after the intervention session in the organisation. Major threat is collapse of the organisation due to the conflicts between different groups of employees and the authority (Schultz et al., 2017). During the intervention plan most of the employees remain non-communicative as they have the fear that their feedback will cost them their job. It explains that crew members does not possess any trust in themanagement and that can be potential reason for resignation. 1. Tims question is pretty much fundamental in this case. After the intervention plan it is very necessary to get the feedback of the intervention plan developer. The intervention has been majorly focused on the problems of crew members (Poell Van Der Krogt, 2017). After the completion of the intervention process a list of issues have been developed which is appreciated by the crew members. Following the responses, Tims question can be answered appropriately. The crew members have finally found their voices and have raised every issue that they are facing either from a long time or from a short time (Aikens et al., 2014). I would tell that management needs to be more focused about the psychological conditions of the employees. Firing cannot be a solution of these problems. All the crew members of this organisation were working for long time like Bob, Tom and others. Due to several hurt feelings and bad experiences the crew members have bonded together in such a way that their trust is captivated inside that group. Management need to ease the situation by talking to each group of crew members and find the roots of their problems and solve it (Unsworth, Dmitrieva Adriasola, 2013). I will tell Tim that crew members will now respond to the management because the intervention program has impacted them well enough as they let out their bad feelings (Parumasur, 2012). It will be good to follow up the success of the intervention program step by step for the structural balance of the organisation. Tims total concern is based on the welfare of his organisation. The philosophical and behavioural dispute among the employees are causing structural dispute inside the organisation and hampering its productivity (Dixon Dixon, 2017). Tim will respond positively to the prior solution. The intervention program is a success as he finally came to know about the real problems among the crew members. He will tell that firing cannot be a primary prospect in solving those solutions as these employees are responsible for the productivity of the company till today. However, loosing respect among one of the employee group will affect my reputation. Therefore, there will be a solid requirement to stretch this intervention program among the assessors as it will also give a clear description about their issues and it will help them understand the decisions and planning those have been made in case of the crew members (Hodges, 2017). Chucks response will be a different one. From the starting he was looking to solve these problems by firing the crew members who were the roots of these disputes. The intervention process has achieved its success but Chuck thinks that it is a failure because ultimately Tim will lose his respect among the assessors (Tziner, Chernyak-Hai, 2012). He will tell management does not need to be restructured as the problem resides among the thoughts of crew members. Therefore, looking at their issues individually is nothing more than a loss of the time of the organisation. The organisation can replace those employees by hiring new ones those can strictly follow the orders of management and do not raise any issue. 3. Assessors: From the study it has been clearly seen that the assessors and the crew members are the internal enemy of each others. The main reasons behind these issues are absence of a well defined goal and clear knowledge of external enemy (Dorssemont, Lrcher Schmann, 2013). Crew concerns do not matter for the assessors, as from their viewpoint there are no reason for the crew members to misbehave with them. They will respond that the decision making of the management is perfect. The abusive behaviour of crew members are intolerable and the whole group should be fired. Inspectors: Relation between inspectors and crew members has not worsened as much as it did for the assessors. The inspectors will respond in a way that crew members should be given a chance to rectify their behaviours. Management should hear their concerns for once and decide the relevance of the issues mentioned by the crew. Tim: In the meeting of next Monday, Tim will try to resolve the issues between crew members and assessors. The issue of lack of trust can be solved by explaining the decision making process to the crew and associating them with a few ones those are necessary. He will propose a face to face meeting between the crew members and the assessors to build a well defined goal. Chuck: On Monday, Chuck will press the issue that management needs to sort out the crew members those are expendables and fire them immediately in order to save the time and money of the organisation. He will respond that Tim should focus more on his reputation among the assessors than the crew members. He will say that bit is not necessary to hold a meeting among the employees of the organisation. Conclusion: Therefore, concluding the report, it can be said that an organisation can only be run properly when it contains a stable employment relationship among the employees. If there is dispute among various groups of employees then ultimately the productivity of the organisation hampers. In this case of Tims organisation, both the assessors and crew members are important for the success of the organisation. Firing any group of employees will not be a good prospect for the organisation. The intervention program for crew members however has become a success. Therefore Tim along with other experts is looking to continue this program in order to solve the issues among the employees of the organisation. References: Aikens, K. A., Astin, J., Pelletier, K. R., Levanovich, K., Baase, C. M., Park, Y. Y., Bodnar, C. M. (2014). Mindfulness goes to work: Impact of an online workplace intervention.Journal of Occupational and Environmental Medicine,56(7), 721-731. Anderson, D. L. (Ed.). (2017).Cases and Exercises in Organization Development Change. Sage Publications. Bansal, A. (2015). Understanding the integration mechanisms practiced during organizational change: evidence from five M A transactions.Journal of Organizational Change Management,28(6), 929-947. Dixon, N., Dixon, N. (2017). Learning together and working apart: routines for organizational learning in virtual teams.The Learning Organization,24(3), 138-149. Dorssemont, F., Lrcher, K., Schmann, I. (Eds.). (2013).The European Convention on Human Rights and the employment relation. Bloomsbury Publishing. Hodges, J. (2017).Consultancy, Organizational Development and Change: A Practical Guide to Delivering Value. Kogan Page Publishers. Kacmar, K. M., Andrews, M. C., Harris, K. J., Tepper, B. J. (2013). Ethical leadership and subordinate outcomes: The mediating role of organizational politics and the moderating role of political skill.Journal of Business Ethics,115(1), 33-44. Kersley, B., Alpin, C., Forth, J., Bryson, A., Bewley, H., Dix, G., Oxenbridge, S. (2013).Inside the workplace: findings from the 2004 Workplace Employment Relations Survey. Routledge. Noon, M., Blyton, P., Morrell, K. (2013).The realities of work: Experiencing work and employment in contemporary society. Palgrave Macmillan. Parumasur, S. B. (2012). The effect of organisational context on organisational development (OD) interventions.SA Journal of Industrial Psychology,38(1), 1-12. Poell, R. F., Van Der Krogt, F. (2017). Why is organizing human resource development so problematic? Perspectives from the learning-network theory (Part I).The Learning Organization,24(3). Raoufi, M., Fayek, A. R., Gellatly, I. R. (2016). A Fuzzy Aggregation Method for Measuring Construction Crew Motivation. InConstruction Research Congress 2016(pp. 1782-1792). Schultz, J. S., Schultz, J. S., Sjvold, E., Sjvold, E., Andre, B., Andre, B. (2017). Can group climate explain innovative readiness for change?.Journal of Organizational Change Management,30(3), 440-452. Tziner, A., Chernyak-Hai, L. (2012). Perspectives on groups and work teams in the workplace.Revista de Psicologa del Trabajo y de las Organizaciones,28(1). Unsworth, K. L., Dmitrieva, A., Adriasola, E. (2013). Changing behaviour: Increasing the effectiveness of workplace interventions in creating pro?environmental behaviour change.Journal of Organizational Behavior,34(2), 211-229.