Читать книгу Identity In Organizational Communication A Complete Guide - 2020 Edition - Gerardus Blokdyk - Страница 7
ОглавлениеCRITERION #1: RECOGNIZE
INTENT: Be aware of the need for change. Recognize that there is an unfavorable variation, problem or symptom.
In my belief, the answer to this question is clearly defined:
5 Strongly Agree
4 Agree
3 Neutral
2 Disagree
1 Strongly Disagree
1. Who else hopes to benefit from it?
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2. What vendors make products that address the Identity In Organizational Communication needs?
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3. Who needs to know?
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4. Does Identity In Organizational Communication create potential expectations in other areas that need to be recognized and considered?
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5. Are your goals realistic? Do you need to redefine your problem? Perhaps the problem has changed or maybe you have reached your goal and need to set a new one?
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6. Can management personnel recognize the monetary benefit of Identity In Organizational Communication?
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7. How do you identify the kinds of information that you will need?
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8. Why the need?
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9. Did you miss any major Identity In Organizational Communication issues?
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10. How can auditing be a preventative security measure?
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11. What are your needs in relation to Identity In Organizational Communication skills, labor, equipment, and markets?
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12. Who needs what information?
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13. Are there any specific expectations or concerns about the Identity In Organizational Communication team, Identity In Organizational Communication itself?
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14. What prevents you from making the changes you know will make you a more effective Identity In Organizational Communication leader?
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15. What else needs to be measured?
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16. Who needs budgets?
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17. How do you take a forward-looking perspective in identifying Identity In Organizational Communication research related to market response and models?
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18. Is it clear when you think of the day ahead of you what activities and tasks you need to complete?
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19. Are there regulatory / compliance issues?
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20. Why is this needed?
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21. What needs to stay?
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22. What is the recognized need?
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23. Do you recognize Identity In Organizational Communication achievements?
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24. What Identity In Organizational Communication coordination do you need?
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25. Would you recognize a threat from the inside?
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26. How do you recognize an objection?
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27. What do you need to start doing?
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28. What are the Identity In Organizational Communication resources needed?
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29. What does Identity In Organizational Communication success mean to the stakeholders?
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30. As a sponsor, customer or management, how important is it to meet goals, objectives?
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31. To what extent would your organization benefit from being recognized as a award recipient?
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32. What Identity In Organizational Communication events should you attend?
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33. Think about the people you identified for your Identity In Organizational Communication project and the project responsibilities you would assign to them, what kind of training do you think they would need to perform these responsibilities effectively?
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34. Does the problem have ethical dimensions?
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35. What problems are you facing and how do you consider Identity In Organizational Communication will circumvent those obstacles?
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36. Will Identity In Organizational Communication deliverables need to be tested and, if so, by whom?
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37. How are the Identity In Organizational Communication’s objectives aligned to the group’s overall stakeholder strategy?
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38. Have you identified your Identity In Organizational Communication key performance indicators?
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39. For your Identity In Organizational Communication project, identify and describe the business environment, is there more than one layer to the business environment?
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40. What extra resources will you need?
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41. Are there recognized Identity In Organizational Communication problems?
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42. To what extent does each concerned units management team recognize Identity In Organizational Communication as an effective investment?
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43. What should be considered when identifying available resources, constraints, and deadlines?
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44. Where is training needed?
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45. What is the problem and/or vulnerability?
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46. What Identity In Organizational Communication problem should be solved?
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47. Consider your own Identity In Organizational Communication project, what types of organizational problems do you think might be causing or affecting your problem, based on the work done so far?
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48. What are the stakeholder objectives to be achieved with Identity In Organizational Communication?
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49. What is the extent or complexity of the Identity In Organizational Communication problem?
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50. How does it fit into your organizational needs and tasks?
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51. Will it solve real problems?
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52. What are the expected benefits of Identity In Organizational Communication to the stakeholder?
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53. How do you recognize an Identity In Organizational Communication objection?
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54. Are there any revenue recognition issues?
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55. When a Identity In Organizational Communication manager recognizes a problem, what options are available?
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56. Which information does the Identity In Organizational Communication business case need to include?
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57. Is the quality assurance team identified?
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58. Are there Identity In Organizational Communication problems defined?
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59. Who defines the rules in relation to any given issue?
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60. Who needs to know about Identity In Organizational Communication?
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61. How do you identify subcontractor relationships?
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62. Do you need to avoid or amend any Identity In Organizational Communication activities?
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63. Are employees recognized or rewarded for performance that demonstrates the highest levels of integrity?
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64. Are controls defined to recognize and contain problems?
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65. Is the need for organizational change recognized?
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66. What training and capacity building actions are needed to implement proposed reforms?
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67. Will a response program recognize when a crisis occurs and provide some level of response?
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68. Whom do you really need or want to serve?
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69. Who are your key stakeholders who need to sign off?
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70. What do employees need in the short term?
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71. Will new equipment/products be required to facilitate Identity In Organizational Communication delivery, for example is new software needed?
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72. Where do you need to exercise leadership?
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73. What activities does the governance board need to consider?
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74. What information do users need?
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75. What situation(s) led to this Identity In Organizational Communication Self Assessment?
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76. Who should resolve the Identity In Organizational Communication issues?
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77. What are the timeframes required to resolve each of the issues/problems?
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78. How do you assess your Identity In Organizational Communication workforce capability and capacity needs, including skills, competencies, and staffing levels?
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79. Are you dealing with any of the same issues today as yesterday? What can you do about this?
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80. What are the clients issues and concerns?
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81. Do you have/need 24-hour access to key personnel?
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82. What resources or support might you need?
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83. Do you know what you need to know about Identity In Organizational Communication?
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84. Looking at each person individually – does every one have the qualities which are needed to work in this group?
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85. What would happen if Identity In Organizational Communication weren’t done?
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86. What is the Identity In Organizational Communication problem definition? What do you need to resolve?
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87. What creative shifts do you need to take?
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88. How much are sponsors, customers, partners, stakeholders involved in Identity In Organizational Communication? In other words, what are the risks, if Identity In Organizational Communication does not deliver successfully?
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89. What needs to be done?
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90. How are you going to measure success?
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91. Is it needed?
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92. Are problem definition and motivation clearly presented?
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93. What is the smallest subset of the problem you can usefully solve?
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94. Does your organization need more Identity In Organizational Communication education?
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95. What tools and technologies are needed for a custom Identity In Organizational Communication project?
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96. Do you need different information or graphics?
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97. What is the problem or issue?
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98. What are the minority interests and what amount of minority interests can be recognized?
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99. Are losses recognized in a timely manner?
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100. How are training requirements identified?
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Add up total points for this section: _____ = Total points for this section
Divided by: ______ (number of statements answered) = ______ Average score for this section
Transfer your score to the Identity In Organizational Communication Index at the beginning of the Self-Assessment.
