Here is the proposed budget for Clark And Young Consulting
Clark And Young Budget
Internal Services
People (2 classes)
Midway Class Party $60.00
End of Class Party $60.00
Blank CD's $60.00
$180.00
Marketing
Polo Shirts w/logo(60@$14.00) $860.00
Business Cards (30) $30.00
Brochures (100) $50.00
Company Surveys $10.00
$950.00
Technology
Web Hosting $50.00
Domain registration $50.00
$100.00
Organization
No funds Currently Needed $-
$-
Capitol
No Funds Currently Needed $-
$-
Total $1,230.00
External Services
No Funds Currently Needed $-
$-
Total $-
Total Budget $1,230.00
Tuesday, February 20, 2007
Tuesday, February 13, 2007
"Let's Do It!"
Well I'm glad we are finally learning our purpose as a class. I really want to thank the organizational group for leading the class to find it's purpose. I think the whole class has been feeling a little lost. Now that we know what we want out of class we can actually help everyone to gain what they want. I feel like I have been learning a lot of valuable lessons and insights from Brother Adams. I also feel that I have been learning a lot about communication within an organization as we have tried to set up our "Clark and Young" firm. I never realized how complicated and intricate even a small organization can be. I also didn't realize how complicated it can be to organize the communication strategies within an organization.
I hope that as a class we can focus on learning the theories and facets of effective communication within an organization and get some practical experience using the firm. I also hope that we don't lose sight of these goals and turn the class into a group dynamics class.
I hope that as a class we can focus on learning the theories and facets of effective communication within an organization and get some practical experience using the firm. I also hope that we don't lose sight of these goals and turn the class into a group dynamics class.
Tuesday, February 6, 2007
The Only Constant in This World is Change
Insights From Organizational Communication, February 6, 2007
1. The S-Curve
When any person or organization implements change, the performance of that person or organization will follow an S-Curve; meaning that production would at first be lower as learning takes place and would eventually increase as the individual or group becomes more accustomed to the changes. This concept is very beneficial to understand for a variety of reasons. It enables us to have faith that performance will increase as we struggle through the first stages of implementing the change. Being aware of the learning curve of change also helps us to learn ways to increase the effectiveness of the learning curve, hopefully being able to shallow out the learning curve.
2. Willingness is Key
The key to effective change is the willingness of the parties involved to endure lower productivity and effectiveness during the initial learning phase of change. With all changes, a person must learn the new way of doing things. During this learning period, you will not be as effective as you have previously been. The parties involved must be willing to take the jump from effectiveness to less-effectiveness in order to learn the new skills that will eventually lead to increased effectiveness.
3. See The Big Picture
When implementing change we have to undergo a period of being less effective. This can often be stressful and depressing for the parties involved. You may have been satisfied with the way things were going in the past and have become professionally complacent in performing whatever task or duties you have chosen to undertake. This less effective period after change implementation is applicable in all aspects of life, whether they be in regards to your careers, hobbies, sports, pastimes, or any skill you are trying to improve. While this period of inefficiency can be depressing, you have to allow yourself to see the big picture which will allow you to see the end goal and purpose of the change. During the initial period of inefficiency many people will often revert back to their previous habits seeking efficiency which leads to feelings of self-worth. However, if we can see the big picture we will be more likely to endure the painful period of change as we realize that, in the long run, the change will lead to even greater efficiency than was previously known or possible.
1. The S-Curve
When any person or organization implements change, the performance of that person or organization will follow an S-Curve; meaning that production would at first be lower as learning takes place and would eventually increase as the individual or group becomes more accustomed to the changes. This concept is very beneficial to understand for a variety of reasons. It enables us to have faith that performance will increase as we struggle through the first stages of implementing the change. Being aware of the learning curve of change also helps us to learn ways to increase the effectiveness of the learning curve, hopefully being able to shallow out the learning curve.
2. Willingness is Key
The key to effective change is the willingness of the parties involved to endure lower productivity and effectiveness during the initial learning phase of change. With all changes, a person must learn the new way of doing things. During this learning period, you will not be as effective as you have previously been. The parties involved must be willing to take the jump from effectiveness to less-effectiveness in order to learn the new skills that will eventually lead to increased effectiveness.
3. See The Big Picture
When implementing change we have to undergo a period of being less effective. This can often be stressful and depressing for the parties involved. You may have been satisfied with the way things were going in the past and have become professionally complacent in performing whatever task or duties you have chosen to undertake. This less effective period after change implementation is applicable in all aspects of life, whether they be in regards to your careers, hobbies, sports, pastimes, or any skill you are trying to improve. While this period of inefficiency can be depressing, you have to allow yourself to see the big picture which will allow you to see the end goal and purpose of the change. During the initial period of inefficiency many people will often revert back to their previous habits seeking efficiency which leads to feelings of self-worth. However, if we can see the big picture we will be more likely to endure the painful period of change as we realize that, in the long run, the change will lead to even greater efficiency than was previously known or possible.
Let's Get Rolling!
Insights from class February 1, 2007
1. Step It Up
In our class it is time that we all step it up a notch and get some things done within our groups. I think we now know enough of what we have to do that we can actually get some things moving. Our job is to build the organization and help it to run effectively. Moreover, we need to produce some sort of visible results.
2. Get Capitol
As a member of the capitol group we have first and foremost responsibility to get funding for the organization. We need to get this done ASAP so that we can create a budget for the organization to live by. Brother Adams mentioned that we have some funds possibly available through the school. I think we may need to get some sort of mission statement or purpose statement made by one of the other groups to help us in our efforts to apply for funding.
3. Create a Budget
Without a budget, the other engines within the organization will not have a guide as to what they can do. A budget will provide them with direction and insights to what is possible within their group. I think we should collect a budget proposal from each of the engines within the organization. That way we would know how much they expect, what their plans are and how we can help accomplish their goals. Having a budget proposal from each group would also aid us in our proposal for initial funding from the school.
1. Step It Up
In our class it is time that we all step it up a notch and get some things done within our groups. I think we now know enough of what we have to do that we can actually get some things moving. Our job is to build the organization and help it to run effectively. Moreover, we need to produce some sort of visible results.
2. Get Capitol
As a member of the capitol group we have first and foremost responsibility to get funding for the organization. We need to get this done ASAP so that we can create a budget for the organization to live by. Brother Adams mentioned that we have some funds possibly available through the school. I think we may need to get some sort of mission statement or purpose statement made by one of the other groups to help us in our efforts to apply for funding.
3. Create a Budget
Without a budget, the other engines within the organization will not have a guide as to what they can do. A budget will provide them with direction and insights to what is possible within their group. I think we should collect a budget proposal from each of the engines within the organization. That way we would know how much they expect, what their plans are and how we can help accomplish their goals. Having a budget proposal from each group would also aid us in our proposal for initial funding from the school.
Thursday, February 1, 2007
Success of the Whole
Insights from class Jan 30th, 2007
1. A God and Christ Centered People
In class we talked about having God and Christ as the center of our lives. Brad taught that if we do this then God and Christ will have an effect on every other aspect of our lives. It’s as if all aspects of our lives go through a God and Christ filter. I think although many people may not have God as what they focus on most in their lives, many people still have God as their center even though it may not be the correct god. In devotional today the speaker mentioned that the majority of people in the world are religious. So God must play a major role in most peoples lives. I think that whether or not we consciously think about it, our beliefs still affect our actions, values and ways of doing things. Therefore in an unconscious way God is still the center of people’s lives.
2. You Are the Stakeholder
We discussed in our class who the theoretical stakeholders were in regards to any business. As we discussed this in class I realized that, when all things are considered, anyone and everyone can be or is a stakeholder in all organizations. Whether affected directly or indirectly we all at some point are stakeholders in every business. As stakeholders we should be concerned about the way things are done in business. We should promote ethics and safe practices in the workplace, no matter what place that may be.
3. Optimize the Whole
In any organization there are multiple groups, teams, quorums, presidencies, boards, departments, crews, divisions, branches and agencies. Each one of these components of an organization has its own strengths, weaknesses, needs, abilities and services it can perform. Sometimes each of these components of an organization may need the same thing. If they all try to get what they need from the same source, that source will run dry and fail to provide what is needed. There should be methods in place, usually some sort of chain of information, which allows each component access to their needs. Each component does not need direct access. There could be a new component created that handles the needs of each component by going to the source on behalf of all the components and then relaying the information down the chain.
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