Evaluating Greenby Education Department

* establishes a system of praise and constructive criticism - rewards and improvement; grows with the organisation

It gives the opportunity to provide structured feedback and reflection and recognise ay achievements as well as identify any performance issues.

For the Organizational Assessment provide for this module I used information and experience provided to me during the course of my

When a firm is rating its processes and products against the best in the world, the firm is practicing:

Feedback is important as it sets up targets; the person knows what to improve. It motivates people and helps them to focus. It helps identifying the strengths and weaknesses. It expresses what is important to the organisation and the job and reduces uncertainties in people.

Evaluating the Consultation and Education Department funding at the Greenby Mental Health Center is the focus of this paper. The centers funding has been reduced. Additionally the reduction in funding will cause the organization to consider closing down their consultation and education department. First I will describe one process evaluation measure as well as one outcome evaluation measure, which could be an optional recommendation for the Greenby Community Mental Health Center. These measures will help to show the

The change occurred when North Carolina received a grant for their mental health systems to help them run more independently. State Auditor’s 2000 report Study of the State Psychiatric Hospitals and the Area Mental Health Programs, was the most important factor in helping these facilities. The State Auditor’s report was used as in attempt to put forth a blueprint for transforming the system. By setting out a number of new directions, innovative ideas, changes in structure and a process for bringing together the key elements of the system in an implementation process over five years. The significance of using this report to

Positive feedback is easy and motivational it is as easy as telling a co-worker “job well done” (Employee Feedback-How to Build Staff Morale and Grow Your Business). Thank people for a job well done. “Thank You” takes very little effort feeling valued and appreciated helps moral and self-esteem. Congratulate a person for taking initiative and for solving the problems for others. Discuss career opportunities even if they are outside of the current workplace. Celebrate successes as a team.

Aiken Barnwell Mental Health Center strategic plan there is an agreement on a strategic planning process because ABMHC strategic plan is working with local stakeholders, implemented an environmental scan through identifying strengths and weaknesses, current and future threats that affect ABMHC’s ability to help families and persons with mental health illness, identified key issues, expansion opportunities, describing ABMHC’s mission, values, and six pillars of excellence and guiding principles, measuring and assessing the current status and the progress of the strategic plan, ABMHC’s addressed objectives, short-term and long term goals and the target dates for each goal, demonstrating fiscal responsibility accountability to advance the mission, developing a shared vision for ABNHC, addressing goals and objectives and work plans on an annual basis, the goals are specified and the key issues identified through the environmental scan (Aiken Barnwell Mental Health Center Strategic Plan,

Performance evaluations are important parts of all employees and managers tools to ensure positive actions are rewarded while negative actions can be evaluated and fixed to decrease problems in the future. Performance evaluations benefit supervisors and employees by identifying how to bring out the employees best attributes for the company (Hamlett, nd.). Evaluations provide a look at how a worker is doing compared to earlier reviews of their skill, knowledge, initiative and participation in the company’s vision (Hamlett, nd.). Introducing performance review evaluations is important to most organization for the success of their organization and the advancement of its employees. Performance evaluations provide a way for managers and supervisors to manage the performance of an organization and the people who make of the human resources of the organization (McCarroll, nd.). When implementing a new system it is important to understand the process must be realistic, challenging, yet attainable for performance expectations and standards to be successful for employees and the organization (McCarroll, nd.). Balanced scorecards are utilized in performance evaluations to essentially provide a way for organizations to align their strategic plans with day to day operations (Balanced Scorecard Institute, 2015). Balanced scorecards look at traditional financial measures, which are past events and long-term investments like

The mental health program that I will develop would incorporate a recovery focused model. To begin with the environmental setting, the agency would have a clean facility that was appropriate for participants to feel safe. Moreover, there would be different artistic paintings that were diverse and culturally competent. The room would be colorful and friendly where participants would feel inspired to have positive feelings before their session. Collins (2008) describes optimism and hope as strong influences that help participants with less stress and better coping skills. Also, the facility would have music and magazines to keep participant’s focused in order to prepare for their session. For the children, there would be appropriate toys

The first way a growth mindset can support leader is by encouraging to continue studying and learning from the feedback. Why is this an advantage of

Different feedback strategys have been used as efficent tools in the promotion of progress and improvement in the professional world (Baker, A. Perrault D. Alain, R., 2013). De Janasz et al. (2014) explains some positive outcomes that result from shariying, asking and getting feedback from others in within a workplace; such as improving and reforcing employee relationships, enforcing a gainnful comunication, promoting teamwork, and increasing the performance of employees. Specificly De Janasz et al. (2014) develops the idea that providing constructive feedback, sustained by strong interpersonal communication skills, enables the individual recognize their strengths and wiknesses in a clear and non risky way, in order to look for the most accurate plan to improve, and obtain significant and necessary behavioral changes. Everyday Feedback as part of an organization strategy help employees feel confident about their possition and process inside the company, and promotes a clear path to achieve personal and organizational goals (Baker, A. Perrault D. Alain, R. (2013); citado en Levy and williams,

As seen from figure 2, the matrix organisational structure is complex and aligns functional and divisional organisational structures merged into a hierarchical structure. The student observes that with this comes the potential to on the one hand, improve interdepartmental collaboration through avoiding silo-functioning and yet, on the other hand, blur the unity of command structure in an organisation that can be counterproductive. A critical analysis of two major advantages and disadvantages of this organisational structure here

In an article from the U.S. Office of Personnel Management [OPM] (n.d.) it stated that “without feedback, you 're walking blind, at best, you 'll accidentally reach your goal, and at worst, you will wander aimlessly through the dark, never reaching your destination.” Feedback is a critical element in a managers “toolbox” when evaluating employees. It gives an employee a view of how good or bad their previous performance was and what or if they need to improve in their performance. It also reduces