your experience share your experience with teams in the workplace or in your classes. Have you experienced any of the issues discussed in the articles? Incorporate specific references to at least two of the assigned articles in your response. This three-article : *Barnwell, D., Nedrick, S., Rudolph, E., Sesay, M., & Wellen, W. (2014). Leadership of international and virtual project teams.International Journal of Global Business, 7(2), 1-8. Retrieved from http://www.gsmi-ijgb.com/Pages/IJGBV7N.aspx *Chhay, R. V., & Kleiner, B. H. (2013). Effective communication in virtual teams. Industrial Management, 55(4), 28-30. *Pazos, P. (2012). Conflict management and effectiveness in virtual teams. Team Performance Management, 18(7/8), 401-417. doi:10.1108/13527591211281138

I need a discussion response to my peers post Employee training and development is very important in today’s society, it created a great impact on organization, it help to identify and address weakness, improved employees performance, consistency and satisfaction. According to research; “training and development program have the advantage over employees in other company who are left to seek out training opportunity on their own” (Mazenod, A. 2013). “In today’s economy employees have less loyalty to an organization and are quite willing to move to another organization to advance their careers” (Blanchard, P.N. & Thacker, J. 2013). In addition, to keep valuable employees in this competitive job market organization have taken the interest of their employees more seriously; they implement additional training and give employees the opportunities to enhance their skills. According to the text, “an important part of the development process is to offer to help employee develop skills for the future (personal development), not just for present job” (Blanchard, P.N. & Thacker, J. 2013). In addition, there has been a big emphasis on management training, the best qualities can be attain in any manager or leader when they have to face adversity, criticism, disappointments, pain, anger and ultimately rise out of those situation, a better person, stronger and unscathed. For example, a recent incident at my workplace required management to implement lunch schedule for the department. During lunch hours which are from noon to 2:00 p.m., it became obvious; everyone was leaving and returning at various times. This started to impact staffing, because no one was available to respond to incoming phone calls on our hotline. This was a dedicated phone line and because of these issues, numerous escalations ensued. Management knew the backlash would be very vocal, especially from senior staff members. Therefore, they sent an email to everyone and suggested we coordinate and discuss what times would be appropriate for all. Ultimately, this served to be a very bold decision but it was one that everyone was able to compromised and effectively resolved. Managers carry a different and more complex burden for ensuring the success of the enterprise than do nonmanagers” (Blanchard, P.N. & Thacker, J. 2013). Word count 396 References: Blanchard, P.N. & Thacker, J. (2013). Effective Training: System, Strategies, Practice (5th ed). New York, NY: McGraw Hill. Mazenod, A. (2013). Engaging employers in workplace training – lessons from the English Train to Gain programme. International Journal of Training and Development, 18(1), 53-65. doi:10.1111/ijtd.12020

Organization Behavior Class: The Four Management Functions Whether you are a manager, a potential future manager, or an employee within an organization, you will benefit from becoming competent in the four functions of management. Robbins and Judge (2013) discuss the four functions of management in the POLC model: P lanning, O rganizing, L eading, and C ontrolling. You also practiced with these four functions in your Learning Activity. Think about a time in your work, or in your personal or school experience where you have used all four functions of management. You may choose different experiences if no one experience covered all functions. Checklist: Describe that experience to your classmates using research support from the text or another viable source (you may not use Wikipedia). Which function do you believe managers use most often? What could have made the leadership function a better experience? Example of appropriate response: I have engaged in the above functions as follows: Planning: I planned a bake sale with over 100 volunteers across four churches in my community. Robbins and Judge (2013) stated planning involves determining both short and long term goals. I created a short term plan which focused on the actual sale based on the 6 months we had until the sale. I also created a long term plan for the next five years on how we might achieve additional revenue through activities like the bake sale. I coordinated/organized people into committees between four churches with a reporting delegate that came to each of our bake sale meetings. I was nominated as the bake sale drive leader and during our meetings I successfully led our team to realize our monetary goals by providing an extra incentive of a field trip for the Sunday School class at the winning church if certain goals were met. This spurred each church in friendly competition which motivated our teams to succeed (Robbins & Judge, 2013). A member of our congregation was an accountant and kept careful accounting of all monies while we included both a code of ethical behavior for the process as well as online periodic updates so as to keep control of both individual actions and the process. I believe that managers use controlling most often, because I believe this is what gets an organization to the “finish line.” As far as my leadership is concerned, it was a pleasurable experience, if a bit overwhelming since I had never coordinated so many people. I do think that I could have improved the communication process in the leadership function by doing more frequent checks with each church so that volunteers were not left with questions that did not get answered for several days.

Organization Behavior Class: The Four Management Functions Whether you are a manager, a potential future manager, or an employee within an organization, you will benefit from becoming competent in the four functions of management. Robbins and Judge (2013) discuss the four functions of management in the POLC model: P lanning, O rganizing, L eading, and C ontrolling. You also practiced with these four functions in your Learning Activity. Think about a time in your work, or in your personal or school experience where you have used all four functions of management. You may choose different experiences if no one experience covered all functions. Checklist: Describe that experience to your classmates using research support from the text or another viable source (you may not use Wikipedia). Which function do you believe managers use most often? What could have made the leadership function a better experience? Example of appropriate response: I have engaged in the above functions as follows: Planning: I planned a bake sale with over 100 volunteers across four churches in my community. Robbins and Judge (2013) stated planning involves determining both short and long term goals. I created a short term plan which focused on the actual sale based on the 6 months we had until the sale. I also created a long term plan for the next five years on how we might achieve additional revenue through activities like the bake sale. I coordinated/organized people into committees between four churches with a reporting delegate that came to each of our bake sale meetings. I was nominated as the bake sale drive leader and during our meetings I successfully led our team to realize our monetary goals by providing an extra incentive of a field trip for the Sunday School class at the winning church if certain goals were met. This spurred each church in friendly competition which motivated our teams to succeed (Robbins & Judge, 2013). A member of our congregation was an accountant and kept careful accounting of all monies while we included both a code of ethical behavior for the process as well as online periodic updates so as to keep control of both individual actions and the process. I believe that managers use controlling most often, because I believe this is what gets an organization to the “finish line.” As far as my leadership is concerned, it was a pleasurable experience, if a bit overwhelming since I had never coordinated so many people. I do think that I could have improved the communication process in the leadership function by doing more frequent checks with each church so that volunteers were not left with questions that did not get answered for several days.

Organization Behavior Class: The Four Management Functions Whether you are a manager, a potential future manager, or an employee within an organization, you will benefit from becoming competent in the four functions of management. Robbins and Judge (2013) discuss the four functions of management in the POLC model: P lanning, O rganizing, L eading, and C ontrolling. You also practiced with these four functions in your Learning Activity. Think about a time in your work, or in your personal or school experience where you have used all four functions of management. You may choose different experiences if no one experience covered all functions. Checklist: Describe that experience to your classmates using research support from the text or another viable source (you may not use Wikipedia). Which function do you believe managers use most often? What could have made the leadership function a better experience? Example of appropriate response: I have engaged in the above functions as follows: Planning: I planned a bake sale with over 100 volunteers across four churches in my community. Robbins and Judge (2013) stated planning involves determining both short and long term goals. I created a short term plan which focused on the actual sale based on the 6 months we had until the sale. I also created a long term plan for the next five years on how we might achieve additional revenue through activities like the bake sale. I coordinated/organized people into committees between four churches with a reporting delegate that came to each of our bake sale meetings. I was nominated as the bake sale drive leader and during our meetings I successfully led our team to realize our monetary goals by providing an extra incentive of a field trip for the Sunday School class at the winning church if certain goals were met. This spurred each church in friendly competition which motivated our teams to succeed (Robbins & Judge, 2013). A member of our congregation was an accountant and kept careful accounting of all monies while we included both a code of ethical behavior for the process as well as online periodic updates so as to keep control of both individual actions and the process. I believe that managers use controlling most often, because I believe this is what gets an organization to the “finish line.” As far as my leadership is concerned, it was a pleasurable experience, if a bit overwhelming since I had never coordinated so many people. I do think that I could have improved the communication process in the leadership function by doing more frequent checks with each church so that volunteers were not left with questions that did not get answered for several days.