Midterm Exam.docx

Systems thinking with peter senge senge mentions you

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Systems Thinking with Peter Senge, Senge mentions “you have to balance the short- term benefits for long term gain.” Using the collective intelligence methodology puts corporations ahead of the curve and their employees more engaged in strategies going forward. “Systems thinking underlies the other four disciplines by Peter Senge, which include (1) Personal mastery, (2) Mental models, (3) Shared vision, and (4) Team learning” (Ivancevich & Konopaske, 2013, p. 401). “Systems thinking is a learnable, habitual thinking process that allows one to look at events in an organization – or life – and see patterns of complex interrelationships. With conceptual themes stretching from environmentalism to Zen philosophy, systems thinking takes the doctrine of the interconnectedness of everything and brings it to bear on organizational life” (Ivancevich & Konopaske, 2013, p. 401). “The field studies systems from the perspective of the whole system, its various subsystems and the recurring patterns in the relationships between the subsystems. Systems theory has greatly influenced how we understand and change organizations” (, n.d., para. 1). Working together towards one mission and strategy as a cohesive unit usually produces the best results for corporations as a whole. The process values employees and their worth to the organization based on core performance. Many human resources divisions and management use Systems Thinking as a way for their company to adapt and change. Reference: Ivancevich, J. M, & Konopaske, R. (2013). Human Resource Management, Twelfth Edition . New York, NY: McGraw-Hill Irwin. (n.d.) What is Systems Thinking? Retrieved from Senge, P. (2014, August 5). Peter Senge Introduction to Systems Thinking. Retrieved from What elements are typically included in outplacement services? Outplacement typically happens when a company is at a cost cutting path in the road, or unknown circumstances have come about, such as drop in sales or a recession in the economy. It’s best for companies and HRM to plan cost cutting and non-value-added work before it must, to stay afloat. “Outplacement consists of a variety of job placement services that an organization offers to people who are being asked to leave. These services may include help with resumes, including a laid-off person’s spouse in discussions and any training, use of the company telephones for calling potential employers, letters of introduction, reference letters, payment of placement fees, and career consulting” (Ivancevich & Konopaske, 2013, p. 458). As company’s layoff, many companies also give a certain amount of pay, called severance, to keep the employee afloat by paying them for their service based on amount of years until they can find another job. More research needs to happen on the effect of outplacement and layoffs, as it remains a fundamental need and can be crushing to individuals who know nothing else. Reference:
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Ivancevich, J. M, & Konopaske, R. (2013). Human Resource Management, Twelfth Edition . New York, NY: McGraw-Hill Irwin.
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