Advantages and Disadvantages of Organizational Structures Essay

Departmentalization: Advantage- More specialized in certain fields, communication is excellent because of the knowledge one has about the function of the job, easier to work as a team to get better results. Disadvantage-Staff does not always know the case of the client in detail, other organizations may not always talk to the same person, and very specific job knowledge is required, hard to find a fill in for positions. Matrix Organizations: Advantages-more flexible than departmentalization, more than one person in charge that one can go to for assistance, wider choice for employees that fit the need. Disadvantages-employees are harder to manage due to independence, could increase expenses, more employees needed, lack of loyalty to position, constant team work needed. The Project Team: Advantages-less managers, better communication, less stress on one person. Disadvantages-who is in charge may create conflict, lack of consideration for others, lack of accountability, lack of job focus. The collegial model: Advantages-independent functioning, independent decision making, each person is equal in responsibility, each generates own income, total flexibility. Disadvantages-lack of accountability, lack of authority. In day to day operations the Matrix structure would serve well for a counseling center as its advantages are stronger than its disadvantages, Project Team structure would be the better choice for the center as it has a stronger back bone to carry the center. The Departmentalization structure is the strongest of all choices as it divides the employees by knowledge and has a better opportunity to assist clients. The collegial model would not be efficient in a counseling center as there is no real set structure for day to day operations; its disadvantages are stronger than its advantages.

Love and a Roller Coaster Essay

Being in love is a lot like being on a roller coaster, it is scary, thrilling, and can sometimes be painful. It’s the feeling of excitement going up the first hill; learning things about each other. Learning what makes them smile, their fears, or what keeps them awake at night. It’s the pain of your first fight, not knowing if you’ll make it through. The same kind of pain you get being whipped around a sharp turn, or the lap bar digging into your gut as you roll down a hill. There’s a distinct difference between the two though, on a roller coaster you can always see what’s ahead. Love is between two people, two brain waves, and two completely separate people. There is no telling where you are going to end, or if the ride will come to a complete stop before you jump. With love there is no set value, no admission, or any right or wrong turns. There is both fear and risk, you may get hurt, and you may not enjoy it but you put yourself on the line for someone else. You chose to put your heart in the hands of something, someone else. In the end the ride was still worth it, you learned something along the way. Whether you feel joy, or pain you learned something. Riding a roller coaster over and over loses its excitement, but with being in love there is always a new hill on the way. There is always something to be excited over, from just seeing them again, to meeting their family and learning where they grew up. When you love somebody you experience a full range of feelings such as anger, calmness and annoyance, jealousy or happiness. You have difficulties of controlling these feelings, because you understand that you are depending on the person you love. You understand that you are not just one person, you are two as a whole.

VIRTUAL FIELD TRIP TO TOWRAPOINT NATURE RESERVE/BO Essays

VIRTUAL FIELD TRIP TO TOWRAPOINT NATURE RESERVE/BOTANY BAY 1Identify the various plans and animals that occupy this ecosystem.Wading birds, bitou bush, lantana, snakes, crab, river and grey mangroves, salt marsh, algae, small fish, mud whelk.Describe how the abundance of mangrove seedling is measured.The abundance of mangrove seedlings is measured by using the quadrat method. Several set areas of land are randomly marked out, the amount of seedling in each area is counted and averaged. This is then multiplied by the total study area divided by the individual quadrat areaDescribe the distribution of mangrove species.River mangroves prefer to grow in sandy more sediment areas in small clumps, while grey mangroves prefer muddy areas and grow further apart.Identify the producers, consumers and decomposers.Plants like mangroves and salt marsh as well as detritus (mostly dead plants) are producersAnimals like foxes, birds and fish are consumersWhile smaller fish, crabs alga and fungi are decomposersGive examples if any ofa) predator/preyb) mutuali smc) commensalismd) parasitisme) allelopathy(a) birds prey on fish (b) lichen growing on mangrove tree (c) oysters andmangroves (d) mistletoe growing on mangrove bark (e) some fungi stunt thegrowth of other plants 7AdaptationList conditions found in mangrove ecosystem which makes colonization difficult.Little sunlight on floor, very wet, varying salinity.Identify and describe in detail.Mangrove: roots provide structural support in soft soil, also allows oxygen in though the surface.Ibis: lack of feathers on neck to reduce water logging, long beak to probe into mud, long toes to balance on mud.Grey mangrove: taller to reach out of canopy and get more sunlight for photosynthesis.River mangrove: leaves can regulate salinity, and turn in high heat to reduce water loss though evaporation. 8Human impact- Discuss at least three human impacts on this ecosystem. (include a positive one as well). Invasive introduced plants are affecting native plants at towra point. Plants like lantana and bitou bush take up space and steal resources from native plants ever since being introduced in the 1860s, introduced feral animals like foxes and rabbits pose a threat to native species. They eat native birds and other wildlife as well as causing erosion to the soil through burrowing. Many conservation programs are in place to reduce coastal erosion, regenerate habitat and kill non-native species.

Why pet owners should micro chip their pets Essay

Why pet owners should micro chip their pets - Essay Example I searched for 3 days after which I decided to report the case to the nearest animal shelter, just in case they might have come across him. Lucky enough, Jimmy was there and when he saw me approaching, he barked enormously swaying his tail up and down in much joy. Jimmy had been rescued by a Good Samaritan just in time before he fell into a deep hole in the nearby forest. The Samaritan later brought him to the animal shelter. It got to my attention that the shelter’s personnel had tried to locate me with no success since the collar on Jimmy had no identification number. This was the time that it downed on me that micro chipping jimmy was really important. After learning the importance of a chip, I allowed its installation and since then it has served me well because Jimmy has gone missing 3 more times and through the chip he has always been traced back to me. Your window of chance to find a pet is fairly narrow, but a microchip is a must have if you want to secure your pet for the long term and ensure he comes back even when he has gone missing. Am sure most of us have a pet, and would like to ease the burden of searching for a lost or displaced pet. Today I am emphasizing on the need for everyone in our area to microchip their pet for easy identification and linkage to the legitimate own and overuse of limited resources on animal shelters Millions of pets get displaced or lost annually. To be precise 1 in 3 of the pets go missing somewhere along the course of their lives. When they are found straying within the neighborhood, they end up in the animal shelters. As a result of large numbers of unidentified pets that find their way into these animal protection centres, overcrowding becomes evident and strain on the limited resources on the centre ensues. This problems strengthens the need to ensure ease in identification of pets, by implanting microchips on your pets to enhance tracking of the pets and connection

Soc Essay Example | Topics and Well Written Essays - 500 words - 1

Soc - Essay Example and said that Symbolic interactionism is a study of human group, life and conduct. [Lindsay Nelson, 1998) Following this definition, this theory gives rise to the importance of understanding the meaning of life and conduct that leads to gender and racial inequalities. According to the study of Corell and Ridgeway, (2004) gender inequalities can be attributed to culture beliefs that institutionalized the category of segregating men and women. This belief on category has created a bias of difference of social inequality of race and gender, and bringing into the system the various multi-faceted structures in life. This question is also related to the study of sociology of sex which is one of the branches of study of symbolic interaction. 2. Knowing what you know now about how the self is constructed, how do you think sociological counseling would work? What is "clinical sociology"? What is the current state of "clinical sociology"? Self is somebody’s personality or an aspect of somebody’s personality, especially as perceived by others. When there is a perceived problem on one’s self, the role of a clinical sociologist is to intervene in order to facilitate change. First a Clinical Sociologist assesses the situation along with the context of beliefs and practices and tries to provide a solution to improve the situation. The clinical sociologist can focus on the role of counseling, (e.g. marriage counseling or community counseling). Clinical sociology has been defined by Jan Marie Fritz as †¦Ã¢â‚¬ the application of the sociological perspective to facilitate changes. The clinical sociologist is primarily a change agent who is immersed in the client’s social world Current state of â€Å"clinical sociology†. Dr. Mark Foster, (n.d.) in an internet article, reported that many universities have incorporated sociological practice in their curriculum, and accreditation bodies have been created for this

Compare and Contrast HIPPA and PSQLA federal laws Research Paper

Compare and Contrast HIPPA and PSQLA federal laws - Research Paper Example To support discussions and reporting of dangerous conditions and adverse events, the act also advocates for confidentiality shielding for Patient Safety Work (HHS, 2012). Similarities between HIPAA and PSQIA Federal Laws Some of the similarities between these two laws are that, firstly, they deal with matters regarding the health care field. Looking deeper into the two acts, they also advocate for patient privacy and safety. The effective compliance date of the Privacy Act of the two laws was 14th April, 2003 and 16th May, 2006, for HIPAA and PSQIA laws respectively (Hiltzik, 2012). Both HIPAA and PSQIA Privacy Rule regulates the disclosure and use of Protected Health Information held by health care clearinghouses, health insurers, employer sponsored health plans and medical service providers, who engage in various transactions. PHI refers to any information held by covered entities that concern the provision of health care, health care status and payment for health care, which can b e associated to an individual (HHS, 2012). According to the two health acts, PHI comprises of any element of a person’s health record and payment history. The laws, therefore, urge cover entities to disclose PHI to the person being protected within a month or 30 days upon request (Hiltzik, 2012). The two laws urge PHI to facilitate payment, treatment or health care operations even when lacking a patient’s express written authorization (Clancy, 2008). Also, according to the two laws, any disclosure of Protected Health Information (PHI) needs the covered entity to acquire written authorization from the individual for the disclosure. Nevertheless, in case a covered entity reveals Protected Health Information, it should make a logical effort to just the minimum vital information needed to achieve its purpose (HHS, 2012). The Privacy Rule, with regards to the two acts, offers people the right to request that a covered entity to correct any incorrect information. The rule al so, according to the two principles, urges covered entities to incorporate reasonable steps in ensuring that confidentiality of their individuals is met with regards to communications (Hiltzik, 2012). For instance, a person can ask to be called from his or her home or cell phones instead of the work number. It is the duty of the covered entity to grant this to the individual. Differences between HIPAA and PSQIA Federal Laws Some of the main differences that could be draw out of the two laws are with regards to their security regulations. The HIPAA Federal Law incorporates administrative, physical and technical safeguards to ensure that their individuals are protected (Clancy, 2008). The PSQIA, on the other hand, incorporates a Patient Safety Organization (PSO), which certifies that the list of requirements, according to the Agency of Healthcare Research and Quality, are met. Patient Safety, with regards to PSQIA Federal Law, includes any reports, data, records, analyses, memoranda o r written statements, which can improve patient health care quality, safety and health care outcomes. However, in the HIPAA Federal Law, the security rule compliments the privacy rule such that it incorporates the three types of security safeguards, administrative, physical and technical safeguards (HHS, 2012). Administrative safeguards refer to the procedure and policies created to show how the

Federal emergency grant Essay Example | Topics and Well Written Essays - 750 words - 3

Federal emergency grant - Essay Example This outage affected the fire department’s emergency radio for a while (Thomson, 2009). Activation of the city’s emergency operation center during the power outage helped the city restore most of the vital services in a short time. Since then, measures to deal with emergencies in San Marcos are continually under implementation. Some are already in use include the emergency radio station (San Marcos 1610 AM) set up in 2011 which serves the purpose of informing residents on emergency incidents. It is also a long-term traffic advisory for the community and comes handy in giving notifications. It has become a vital part of the community and its integration to the system has been smooth and efficient. The department of fire, in this case, has been proactive on the weed abatement program. This program ensures that there is defensible space between the urbanized populated area and the wild land in case of wildfires. Property owners have been supportive in helping the fire department clear the hazardous vegetation on their property. The fire department responded to over seven thousand emergency calls of which seventy percent were medical related. After receiving the message from dispatch, the department took an average of four minutes and some seconds to arrive. The federal emergency grant that San Marcos has been receiving made all these improvements possible (Thomson 2009). San Marcos district has a remarkably well laid out plan for emergencies. The council encourages people to take self-help classes in order to teach themselves how best to respond to an emergency. The community also provides information on handling any emergency. This is available to the public through the internet and media. The fire department has been more involved in emergency response and prevention than many other departments in the district. It recently held any open day to educate the public on fire prevention techniques. The

(economics) assignment has two parts and both two parts have to be Essay

(economics) assignment has two parts and both two parts have to be explained in assignment - Essay Example Mars is challenged by biggies like Nestle, Ferrero, Cadbury etc. in the bars market. Sugar happens to be the one of the key ingredient as far as production of Mars Bars is concerned. In these competitive times profit margins have shown a shrinking trend. Now if the sugar supply falls short as a result of unfavorable weather conditions, the obvious fallout will be severe constraint in the procurement chain to maintain the levels of production. Sugar prices are bound to increase, resulting in an increase in production costs. Had there been no competition, Mars Inc would have resorted to a hike in prices of its bars. But the moment the company increases prices, competitors will grab the opportunity to further widen their market base, even if that meant subsidizing the product. Rival companies would resort to such a step, hoping that once the weather conditions improve, the supply will normalize and then they can fill the revenue gap by using the increased market base. As the adverse con dition is a temporary occurrence, therefore, even under these conditions, Mars bars will continue to be made available with the same price tag. There could be somewhat less number of products in the market. Some amount of cost could be recovered by way of cutting advertisement and market communication costs, as the company would be content with effectively serving its existing market only. The shortage is worldwide therefore almost all companies in the business will be equally affected. If the shortage stays for longer then only the company will start thinking about a step like price increase. The direct fallout of increased wages will of course be on the cost of production, which is bound to go up. As a result the profit margins will be under pressure and the company will have to try really hard to maintain the previous levels. But at the same time, increased wages will act as a motivational force for the workers who will now work with more zeal

Sustainability and the built environment Essay Example | Topics and Well Written Essays - 1000 words

Sustainability and the built environment - Essay Example It therefore follows that sustainable community is a community that is able to persist over generations, one that is flexible, wise enough, and foresighted enough not to compromise either its social or physical systems of support. Discussion Until mid 1980s, economic growth was the major focus as a means of alleviating the conditions of humanity; however, it came to the attention of the international community that it was useless to focus on economic development if it compromises the community’s social and natural foundations. In the terms of Siranni and Friedland 2001, this view of the international community was based on the consideration that focus on economic development that is unrestricted would continuously pollute the world’s water, soil, and air not to mention that it can decimates natural resources as well as forests, thus creating overflowing landfills and toxic wastes to our environment. The desire to have a better life and also to increase the opportunities that accrues from economic growth stimulated the interest in sustainability for purposes of preserving the environment for both the present and future generations. As Davis 2007 argues, it would be worthless after all to have a strong economy and jobs yet we do not have a planet that is habitable to them. Communities facing the same predicament around the country have echoed sustainability. It is quite evident that various communities are facing negative predicaments from the conventional approaches to development of the built environment, economic growth, and transportation planning, yet these are efforts that are meant to alleviate the communities’ quality of life and opportunities. It has been argued that if the same approach is maintained, it would degrade the present quality of life and cause devastating environmental predicaments for the next generation (Huckle 1996). The need to design a workable approach to avoid and repair such problems should therefore be prioritiz ed (Girardet 1999). Sustainable development has proved to be an approach that that can effectively be able to counter such predicaments as it is a process that is ongoing. Through sustainable communities it is indeed possible to alleviate the community wellbeing and economic development in such a way that does not compromise the environment. There are several strategies that can be employed to achieve the balance between sustainable communities as well as maintain a healthy environment. Efficiency use of the available resources is one of the essential factors of achieving sustainability. As a matter of fact, environmental impacts may be reduced significantly if the communities embark on efficiently using the available water, energy, and the available resources. As echoed by Huckle 1996, using improved techniques of manufacturing may also go a long way in reducing waste, pollution, not to mention the reduction in the cost of production. These would in turn enhance economic developmen t with minimal environmental degradation. Energy efficiency for instance can be used as a means of reducing climate change, air pollution, smog, acid rain oil spill among other harms to the environment related to the

Decreased Regulation Essay Example for Free

Decreased Regulation Essay The relaxation of regulation laws though the program would result to various positive trends within the region. This is because the program is targeting to streamline regulations systems in the continent, that is, from the traditional models of using forcing communities and other stakeholders into using mechanisms developed at regional level. Using this new program, policies would be developed and implemented in accordance with local demands. This will remove inefficiencies that develop from the application of measures that are not meant for certain localities. In this regard, it shall be possible for communities to use only the measures that would have positive results. Having local communities develop measures that would lead to efficient implementation of pollution control plans in their respective providing incentives for local stakeholders to participates in these processes. For instance, the move from licences for waste management would help in attracting smaller players in the industry. It has to be understood that these small players could be the best positioned to meet local demands. In that regard, the communities would have aided in the implementation of measures that would have otherwise been a hard task. The inclusion of many players in the industry would foster competition that would further help in developing innovations in the pollution market, which has rarely happed historically. The innovation accruing from the practice of this medium would lead to greater efficiency in different segments of pollution control market. In addition, the innovation would lead to development of procedures that best meet the demands of the people—this develops from fact that individual communities have different needs that cannot be met by the traditional one size fits all model. In addition, having individual communities take care of their problems and employing best practices would lead to better solutions and in speedy manner. This is based on fact that communities will not have to go to the national and EU level to search for solutions. Indeed, they will just have top communicate to local leaders who would quickly adopt the necessary mechanisms leading to proper solutions. This means that local communities will be in a greater position to solve their own problems without having to run for external help. All these would lead to the empowerment of communities with responsibilities of their own affairs. Since communities would be the ones to pay costs of failure, there is high tendency for local leaders to ensure that pollution control through preventative measures become the bottom-line. In addition, it shall be possible for members of these communities to gauge their performance with other localities. This would most likely be achieved through competition among neighbourhoods, cities and nations. The decentralisation of decision making and implementation processes would further lead to greater participation of stakeholders at all level of pollution control. In this case, it shall be possible for localities to improve their performance of pollution control measures, reason being that member countries would enable their localities to deal with problems.

Coaching And Mentoring For The Leadership And Management Management Essay

Coaching And Mentoring For The Leadership And Management Management Essay Both coaching and mentoring are procedures that facilitate together corporate and individual customers to attain their complete prospective. Coaching isà ¢Ã¢â€š ¬Ã‚ ¦ A process that enables learning and development to occur and thus performance to improve. To be a successful Coach it requires a understanding and knowledge of progression as well as the diversity of styles, abilities and procedures that are suitable to the framework in which the coaching takes place. Eric Parsloe, The Manager as Coach and Mentor 1999 page 8 The communal cord tying all kinds of coaching mentoring is that these facilities offer a vehicle for investigation, consideration and accomplishment that finally allow the consumer to attain success in one more areas of their work or life. Mentoring isOff-line benefit by individual person to another in making substantial changes in knowledge, work or thinking. Clutterbuck, D Megginson, D, Mentoring Executives and Directors 1999 page 3 Coaching and Mentoring have many features in common that we can outline the similarities that coaches and mentors perform irrespective of the services offered in a paid (professional) or free (philanthropic) role. Simplify the investigation of desires, inspirations, requests, talents and thought processes to assist the individual in making genuine, lasting change. Implement interrogative methods to expedite clients own views in order to classify solutions and actions relatively than takes a wholly directive methodology. Support the client in setting suitable methods and objectives of evaluating progress related to these goals Be observant, attentive and ask relevant questions to recognize the clients position. Utilize tools and techniques creatively which includes, simplifying, counselling networking. Encourage the assurance to development and action of lasting personal change growth. Maintain unqualified optimistic respect to the client, that means the coach will be at all times non-judgmental and supportive of the client, their views, aspirations and lifestyle. Ensure clients have healthy dependencies with coaching and mentoring relationships develop personal competencies. Evaluate the consequences of the procedure, using objective procedures where possible to ensure the flourishing relationship and the client is succeeding their personal goals. Encourage clients to constantly progress capabilities and to improve new progressive pacts where essential to achieve their goals. Work within their range of particular capability. Possess recommendations and capability on the areas where skills-transfer coaching is provided. Administer the correlation to confirm the client accepts the suitable level of facility and there are neither too short, nor too long programmes. Difference between coaching and mentoring: We now know there are lots of similarities between Mentoring and Coaching. Mentoring: An Older or wiser colleague can pass on his experience, knowledge which enables an individual to follow his path to gain good opportunities. Coaching: Unless it is Client-specific/skill based, coaching may not directly focus on the direct experience of Clients formal occupational role. Executive Coaching Mentoring: Many times people overlap the terms Executive Business coaching or Mentoring and call themselves Executive/Business Coaches and Mentors in the marketplace. Coaching and mentoring should not just be seen as a luxury enjoyed by a few managers in large, well-funded development agencies, but something that has genuine value at all levels and all types of organisations. Hailey 2006:22 Executive Coaches and Mentors should basicallyà ¢Ã¢â€š ¬Ã‚ ¦. à ¢Ã¢â€š ¬Ã‚ ¢ Have a track record in executive professional roles à ¢Ã¢â€š ¬Ã‚ ¢ Work with those who are high-flyers or with those who have potential to be one. à ¢Ã¢â€š ¬Ã‚ ¢ Work on board at CEO level with high profile or blue-chip organizations à ¢Ã¢â€š ¬Ã‚ ¢ Maintain complete confidentially à ¢Ã¢â€š ¬Ã‚ ¢ Work with business leaders and potential captains of industry Business coaching mentoring: Catalysts that inspire companies to implement Mentoring Coaching is to provide employees key support through career or role changes, mergers acquisitions changes and Organizational development changes. Coaching and Mentoring were mainly done by Senior Managers and company directors. These are now available as professional tool linked closely with company initiatives to help the staff to adapt changes which is consistent with their personal values and goals. Ad Coaching mentoring focus on client, improves morale, motivate individuals to enhance their productivity reduce staff turnover because it makes individual feel valued adapt to organizational changes. This role may be taken up by internal coaches, mentors or by any professional coaching agencies. Skills coaching and mentoring: Skills coaching is similar to one-one training. Coaches and Mentors have a holistic approach to individuals personal development with the capability to focus on the fundamental skills and requirements of an employee. They should be highly competent and experienced to outperform the skills they mentor or coach. Todays job market is changing and traditional training program is often inflexible or generic to deal with this fast pace of change. A one-to-one skills coaching allows much adaptive, flexible and on time approach to skills development. We can apply skills training in live environments instead of taking people into a classroom away from the job, where it is less effective to simulate real job environment. One-to-one skills training is not the similar to sitting next to Nelly approach to on the job training. The fundamental difference is that like any good personal or professional development intervention this is based on need assessment related to job roles that generates measurable learning and performance outcomes. This type of Skills training is likely to focus mainly on skills required to perform job function instead of telling or directive style. Personal coaching mentoring: Personal or life coaching is increasing considerably in the UK, Europe and Australia. Personal coaches may work in person along with the email and telephone based relationships. These coaches are mentors work in highly supportive roles to those who desire to make some form of significant change within their lives. Coaches propose their clients an encouraging and motivating environment to discover what they aspire in life and how they might achieve them to fulfill their needs. By being friendly and committed to action, coaching allows an individual his personal space and helps client to support themselves to grow and develop in their experiences. Coachs key role is often to help the client maintain the enthusiasm and dedication needed to accomplish their goals In many scenarios personal coaching is differentiated from completely with the focus and context of the programme. Business coaching is conducted always within the limitations placed on the individuals context or the organizational group. Personal coaching on the other hand is taken completely from a individuals perspective. The objectives, costs and benefits of a coaching scheme being introduced in an organisation: Between late 1930s and 1960s, coaching literature mainly focused on Internal triaining with Supervisors and Managers acting as coaching in the organizations. Paper by Gorby (1937) explains how the senior employees are trained to coach new employees. Another 1938 Publication by Bigelow discusses the advantages of Sales coaching. Mold in 1958 reported on the benefits of Manager acting as Coach and Maher(1964) identified the difficulties in Managers becoming effective coaches. Gershman in 1967 produced his doctoral research thesis that Supervisors/Managers who were trained as successful coaches helped to improve employees attitude and job performance. The cost/benefit analysis: The costs of a fully implemented coaching culture can be high, including some or all of the following: à ¢Ã¢â€š ¬Ã‚ ¢ Fees of external coaches. à ¢Ã¢â€š ¬Ã‚ ¢ Training costs of internal coaches and continuing fixed costs. à ¢Ã¢â€š ¬Ã‚ ¢ Lost chargeable time while individual coaching/mentoring is undertaken. à ¢Ã¢â€š ¬Ã‚ ¢ Training costs of professionals who wish to coach/ mentor in their management and client roles (both in the cost of training them and in the loss of time given up to coaching). à ¢Ã¢â€š ¬Ã‚ ¢ Increased time in using coaching as a learning tool (learning is a two-way process and takes longer). With such easily measured costs there will always be a challenge as to the benefit. This is a significant challenge for many organisations but as Bridget Allen, head of coaching at KPMG said: KPMG is a highly successful commercial organisation and does not adopt strategies and actions lightlywhile we may not measure the benefits of the coaching culture on a scientific basiswe wouldnt do it if it didnt work. How should organisations measure the benefits of a coaching scheme more systematically? The organisation could start with one-to-one coaching and individual performance (or possibly performance of their division/department). Success could be defined as a return on their expectations, which would be to achieve their coaching objectives. A complementary piece of research was undertaken by the Chartered Institute of Personnel Development recently. It asked a number of leading global companies the simple question Does coaching really work? (Chartered Institute of Personnel Development (2006)) 96% of respondents thought internal and external coaching were highly effective. Yet again, only 32% suggested that this conclusion could be based on KPI improvements; the remaining respondents agreed their conclusions were more subjective. Nonetheless, a more systematic way of measuring benefits from coaching programmes is possible and the results are compelling. In 2001, a US entity, Manchester Consulting Inc (Manchester Consulting Inc (2001), Coaching the ROI) undertook a return on investment exercise (using Fortune 1000 entities), comparing the costs of introducing a coaching programme with the benefits, as measured by increased revenue, cost savings and estimated financial gains from better relationships and improved KPIs. The overall return on cost (ROI) investment was calculated at some 600% as shown in the following table: It is easier to identify the impact of coaching/mentoring on individuals than it is to observe and assess impact at the organisational level. The learning histories illustrate, however, that changes at the individual level can, and sometimes do, permeate more widely through the organisation through improved styles of leadership, management and communication. Below are the tangible benefits from organisational changes that arose from a leadership coaching and mentoring: Time management and planning would be much improved. Individual staff working on issues such as communication skills and consciousness would rise in separating issues from people, to avoid personal attacks and conflict. The senior management would increase confidence in their roles and feel motivated by the coaching process. Awareness would be raised of potential pitfalls in cross-cultural communication. Efforts would be made to develop and finalise policies, systems and procedures. Understanding of internal staff politics and how to work effectively across an organisation in a leadership capacity, Influencing and negotiating more effectively. Investing time and effort in learning through coaching/mentoring helps to encourage a wider learning environment within an organisation and to develop an appreciation of the importance of learning for organisational change and development. I find, therefore, that while some organisations believe coaching gives a return on investment and measurable benefits, the overwhelming majority believe the benefits are not capable of such precise measure. The perceived benefits of coaching are strongly felt by our global respondents. Identifying what benchmarks you would use to judge the success of a coaching and mentoring scheme; Performance coaching derives its theoretical benchmarks and models from business, psychotherapy and sports psychology. It is an on-going process where a coach guides or encourages continuous improvement of the individuals effectiveness. Below are some of the industry proven methodologies/processes for benchmarking the success of coaching and mentoring scheme: GROW Model STEER OSKAR Model The GROW Model of Coaching: One of the first performance coaching models developed the GROW model continues to be the most popular. It is a simple yet powerful framework to guide coaching sessions (Dembkowski and Eldridge 2003). Coaches ask a series of questions relating to the persons Goal, their Reality, their Options and their Will. G Goal. The persons goal should be as specific and measurable as possible, enabling the coach to ask: How will you recognize that you have accomplished that goal? What are the anticipations of others? Who else needs to recognize about the plan? How will you notify them? R Reality. The current situation the person is experiencing needs careful analysis. Sometimes, simply by seeing the situation clearly (rather than what was imagined), the resolution becomes obvious. Coaches can ask: What has been stopping you reaching your goal? Do you know anybody who has achieved their goal? What learning they got from them? O Options. Once you know wherever you are and wherever you want to go, the next step is to explore the options you have for getting there. Coaches can question: What can you do as a step one? What else could you do? What would happen if you did nothing? W Will. To change and improve performance, motivation is necessary. The anticipated result from this stage is a assurance to action. The following questions can direct coaches: Where does this goal apt in with your individual significances at the instant? What complications do you assume to meet? How will you overawed them? How committed are you to this goal? What steps are needed to achieve this? The STEER Model The STEER model which is (Spot, Tailor, Explain, Encourage and Review), similar to GROW, is duty concerned with and also has its base in the domain of game. But it varies from GROW model, and from other prototypes, in that it includes the coach signifying how a particular task must be done. S Spot training requirements T Tailor training content to meet the needs of individuals E Explain and determine how the duty would be completed E Encourage the individual however he/she is learning R Review progress during and on completion of learning. Solution-focused Coaching: The OSKAR model As with other models, the OSKAR model is a series of suggested questions to help guide both individual sessions and the overall process. This model makes use of a scale (0-10) so that participants can visualise where they are, where they want to be, and with the support of the coach work out how they could reach where they would like to be on a linear image. This style of questioning is designed to stimulate the coachee/mentee to analyse their own situation for themselves, and articulate how they can change according to their own experiences. O- Outcome What is the objective of this coaching? What do you want to achieve today? S Scaling On a scale of 0-10, with 0 representing the least it has ever remained and 10 the preferred future, where would you put the situation today? Describe your position in life now (lets call it n) whatever organized you ensure to get this far? How would you know you had get to a better situation than you are at now (n+1)? K Know-how and resources What helps you perform at the level you are at now (n on the scale), rather than at the worst it has ever been (0 on the scale)? When does the consequence at present happen for you even a tiny bit? What did you do to make that transpire? How did you do that? A Affirm and action What is already going well? What is the next small step? You are now at the position you just described (n), what would it take to get to a better situation (n+1)? R Review: whats better? What did you do that made the change transpire? What effects have the changes had? What do you think will change next? What changes adopting such a system might have on the organisations culture and knowledge management system CEOs and leadership teams are exciting with the supervision of people in complex organizations. Great leaders construct a philosophy in their businesses that initiatives the effects they want to accomplish. It is the leader of an association who is in the finest position to inspire culture change.   No one person, nevertheless, can change an entire culture. Impelling culture involves obtaining the trust and enhancing the capabilities and motivation of those who follow.   The leader has the potential to create the situation that becomes a powerful source of recognition and commitment for employees (Schein, 1992). The assumptions, beliefs and attitudes that monitor a companys distinguishing way of doing business outline a companys culture. Organizational culture can be a foremost aspect in a companys success or failure over time. Cultural individualities and values may be clear or not so clear.   Occasionally they are the least understandable to those who are drive in within the companys way of doing and observing things.   Also, culture in great associations has sub-cultures which are complex that activate in diverse parts of the corporation.   On an individual level, it is not constantly deceptive to leaders how their own behaviour (or that of their supervisors) teaches, models and emphasises the enterprise culture.    A companys culture affects bottom line financial outcomes and in some scenarios cited as the key factor determining the failure of a merger. In a large-scale survey (Galpin Herndon, 2000, p. 236) 57% of enterprises quoted risk of confrontation to change to their mergers success. 73% quoted leadership as being the aim for the accomplishment of their merger and acquisition 35% cited cultural compatibility as actuality the purpose for the victory of their merger and acquisition.   Other facts (Denison, 1990) advises that assured cultural manifestations, such as mission (a meaningful long-term direction), adaptability (responsiveness to the business environment), consistency (values and systems) and involvement (strong capability/ownership) are ominously related to a companys customer satisfaction, return on investments, sales growth, return on assets and other consequences. Knowledge Management Coaching and Mentoring: You know the value of Knowledge Management. You know that if you can introduce a system of knowledge transfer and re-use, you can help your company reduce costs, risk and rework, and deliver secure business success. You need to implement an approach that enables staff facing a new and unfamiliar problem to find valid, tried and tested knowledge based on long experience, which can help provide solutions. You need to implement Knowledge Management. However implementing Knowledge Management may itself be a new and unfamiliar problem something you have never done before. Where can you find valid, tried and tested knowledge and solutions? Where can you find sound practical advice, which you know is based on long experience? If Knowledge Management is of real business value, then knowledge about Knowledge Management is of even greater value. You need to find mentors: people you can trust and from whom you can learn about implementing Knowledge Management. People who can help you reduce costs, risk and rework, and deliver the secure business success of your Knowledge Management program. Finding a mentor in the current Knowledge Management world is not easy. There are a wealth of consultants out there, and it can be difficult to know which ones can really help you. Cost is not a valid guide you need to look at depth of relevant experience. This experience can be gained through, ongoing coaching and mentoring. Conclusion For coaching and mentoring to make a significant contribution to leadership development requires more mentors and coaches. Many capacity-building efforts that include a coaching and mentoring component fail simply because there are too few good quality local coaches on hand to provide follow up. There is a need to invest in the development of local coaches and mentors. The range of experiences of coaching/mentoring within CSOs highlight various issues and considerations. Whereas the overriding principles remain constant, particular considerations relating to context emerged from ur research. From the earliest stages of designing coaching/mentoring processes, practitioners need to bear these considerations in mind to pre-empt particular issues that may arise. Key Considerations for Coaching and Mentoring: The person has to be committed to change. The person should be able to choose their mentor/coach. All parties should prioritise and plan for coaching/mentoring. They should be seen as a core activities, rather than an add-on. The organisation and manager (if applicable) need to provide support for the process. The organisation needs to allocate sufficient time and funds. Patience is needed especially with difficult leaders and in situations of internal conflict: it is a long-term process. Post-conflict situations throw up particular problems of weak capacity. While enthusiastic, we must also remain realistic about mentoring and coaching. They cannot solve all problems in organisations and leadership. If the wrong person is in post, mentoring may not help; if the person is not committed to improving their own performance, coaching will not add value; if the person wants technical recommendations from outside, mentoring will be frustrating for all. In short, we first need to understand the context clearly, and then work out with the client the most appropriate capacity-building solution.