Sentences with phrase «which organizational effectiveness»

Nonetheless, there is substantial evidence to the contrary, especially from research in which organizational effectiveness is defined as the organization «s bottom line (some measure of productivity) and assessed using objective indicators, such as student test scores.

Not exact matches

Whatever strategy is used to understand employee silence, the end result should be a culture which encourages the free flow of information and feedback resulting in higher employee engagement and organizational effectiveness.

They hope this work will inspire future research on the conditions that enhance the probability for team effectiveness in district teams and, in particular, on the ways in which sociostructural conditions such as positional diversity may enhance or detract from the likelihood of learning and sustainable organizational change.

Performance management is the systematic process by which DOT Operating Administrations (OAs) involve their employees in improving organizational effectiveness in the accomplishment of DOT and / or OA mission and strategic goals.

Helped to build organizational effectiveness and capability through world class change leadership practices and employee relation strategies, which enabled the company to attain its business objectives and build employee commitment.

(a) Document a minimum of twenty - four hours of academic preparation or board approved continuing education coursework in counselor supervision training including training six hours in each area as follows: (i) Assessment, evaluation and remediation which includes initial, formative and summative assessment of supervisee knowledge, skills and self - awareness; components of evaluation e.g. evaluation criteria and expectations, supervisory procedures, methods for monitoring (both direct and indirect observation) supervisee performance, formal and informal feedback mechanisms, and evaluation processes (both summative and formative), and processes and procedures for remediation of supervisee skills, knowledge, and personal effectiveness and self - awareness; (ii) Counselor development which includes models of supervision, learning models, stages of development and transitions in supervisee / supervisor development, knowledge and skills related to supervision intervention options, awareness of individual differences and learning styles of supervisor and supervisee, awareness and acknowledgement of cultural differences and multicultural competencies needed by supervisors, recognition of relational dynamics in the supervisory relationship, and awareness of the developmental process of the supervisory relationship itself; (iii) Management and administration which includes organizational processes and procedures for recordkeeping, reporting, monitoring of supervisee's cases, collaboration, research and evaluation; agency or institutional policies and procedures for handling emergencies, case assignment and case management, roles and responsibilities of supervisors and supervisees, and expectations of supervisory process within the institution or agency; institutional processes for managing multiple roles of supervisors, and summative and formative evaluation processes; and (iv) Professional responsibilities which includes ethical and legal issues in supervision includes dual relationships, competence, due process in evaluation, informed consent, types of supervisor liability, privileged communication, consultation, etc.; regulatory issues include Ohio laws governing the practice of counseling and counseling supervision, professional standards and credentialing processes in counseling, reimbursement eligibility and procedures, and related institutional or agency procedures.