Improving our Enlisted Evaluation Process Essay

Improving our Enlisted Evaluation Process - Essay Example The participants were all employees of Edryn, with no biases or references towards race, gender, or nationality, and were directly surveyed so that no proxies were used. Observations were made from the primary research method only. The survey encompassed a total of fifty descriptive questions explicative of the participants' view on coworkers as a whole, citing relevance towards: 'Teamwork;' 'Measurement;' 'Training;' 'Customer satisfaction;' 'Continuous improvement.' The answer parameters were scaled from 1 to 5, with 1 indicating 'Do not agree at all,' and 5 indicating 'Strongly agree.' The definitive for Teamwork was questions 1-10 on the survey. Teamwork as it correlates to the facility can be holistically described by these parameters, abstracted in order from the survey questions: a developed sense of belonging; harmonious; commitment to team goals; pride; freedom of information; helping one another; knowledge based; total involvement. Teamwork as it correlates to the facility can be holistically described by these parameters, abstracted in order from the survey questions: a developed sense of belonging; harmonious; commitment to team goals; pride; freedom of information; helping one another; knowledge based; total involvement. Teamwork as it correlates to the facility can be holistically described by these parameters, abstracted in order from the survey questions: a developed sense of belonging; harmonious; commitment to team goals; pride; freedom of information; helping one another; knowledge based; total involvement. In regards to measurement, the participants gauging of the establishment were approached with these abstracted concerns, voiced in a positive approach towards both internal and external suppliers: performance standards; systems of measurement; internal performance standards; tracking improvements; awareness of cost and work; quality of product and service; quality of process; potential of improvement; reliance on data for improvement. The answer parameters were scaled from 1 to 5, with 1 indicating 'Do not agree at all,' and 5 indicating 'Strongly agree.' Organizational Improvement Data Analysis Table 1 shows the dispersed quantitative responses of all participants. Table 2: Data Analysis shows the average, median, mode, standard deviation and variance between all test dimensions. The average measures the mean; this is used to describe the intermediate values across the boards. The median defines the midpoint in the series of responses, and the mode is used to note the most commonly occurring value. Standard deviation measures the spread of the test scores; this is used to define the difference average difference in the data set, and is the square root of the variance. Variance measures the dispersion of the test scores as the average squared deviations from the mean. The data analysis uses a 0.05 significance level to gauge the probability of rejection with the sample size and standard deviation to signify the confidence intervals for east dimension. Table 2: Data

FMC, Aberdeen, green river discussion on Organizational Behavior Essay

FMC, Aberdeen, green river discussion on Organizational Behavior - Essay Example Bob Lancaster, who was tasked to build and operate the facility, said that the central belief that guides Aberdeen’s organization and management is a participative-management system on the principles of trust, involving self-directing work teams that would eliminate fear from all employees. (Clawson, 1990) An employee is assigned to a team where a team leader is selected by the members - no supervisors or managers. The teams decide on all matters among themselves concerning their work as long as they get their task done. There are significant differences between Green River’s organizational behavior and management to those of Aberdeen’s. For instance, the people employed here are more than 1000 and have a worker’s union where Aberdeen has none. The facility is also charged with 100 products, which is being distributed worldwide in contrast to latter’s single product line. Both facilities cater to very different industries - one, defense, the other, chemicals. And finally, while Aberdeen is a start-up facility, Green River has been operating since 1948. Aberdeen and Green River facilities share the same FMC corporate guidelines, independence in running their sites, and operating values and systems. Thus, the success posted by Aberdeen’s organizational behavior is a challenge for a bigger facility like Green River. The structure and management approach adopted by Aberdeen, which is basically based on trust, might pose a great risk to a larger organization that must cater to a diverse product lines. The Aberdeen concept espouses the elimination of fear among its employees and mistakes are considered learning opportunities. Green River must consider if it is willing to trade the stability of the huge infrastructure which has been in place and tested for years to a system based on faith. Technical problems also abound, like how the