Thank You Speech for Award Sample

Thank you speech is a speech that is done when a person gets an award. It is an outstanding way to express gratefulness for help on the way to the achievement. The speaker might devote much attention to the event, to the people who came to it, and to the people who contributed to the achievement of the award. Thank you speech for award sample can provide an example of how to build a speech for accepting an award for any kind of accomplishment and in any environment. Dear colleagues, I am very glad to have a chance to deliver my speech on such a pleasant occasion. It is a large honor for me to receive an award for the implementation of the most successful project of this year. I am strongly grateful for this high recognition of the work that was done as far as I believe that every project deserved to be distinguished with this award. Being honest, the way to this award and project realization was rather long and not easy. Starting from the moment when the project was only one small idea and until today, much work has been done. Bringing the idea into life required much effort, and many challenges arose on the way. However, every problem that appeared on the way was solved, and every obstacle was overcome. The importance of the project striving to ease the lives of a large number of people was the most powerful stimulus and the driving force, leading to impressive results. However, all of that would have been impossible without the coordinated work of the team that collaborated in order to overpass the barriers and to make the idea function properly. Here, I would like to use the chance to express my deep gratitude to the members of the team who were working on this project for the last year. I believe that every participant of the project has made a weighty contribution to the project. It would not be an exaggeration when I say that it is an honor to me to be a manager of such a professional and highly devoted team. Our collective work has resulted in impressive results, and it is an achievement of each team member and project participant. The solution of problems, coming up with new ideas, developing plans were the results of common work and constant collaboration. I must say now that the team has transformed into a family and our project became our child. I remember active and fierce discussions that resulted in new and well-developed decisions. I also remember time spent in the office after the working day ended as far as inspiration came then. I remember the support and friendly approach on the side of team members and willingness to help each other. I remember persuading the high management about the importance of changes, and I am happy that it was accomplished. Those were the great moments that taught me much, and I believe that they made the implementation of the project possible. Today I am grateful to everyone who participated in the realization of the project. I believe that the work that was done within this project deserves an award, as well as everyone who devoted their time and effort to it. This project was a great starting point for a larger one, and I hope that it would ultimately result in an even larger success due to collaboration and creative potential. Thank you very much!

I Am An Expert Critical Thinker - 865 Words

At the beginning of this semester, I figured I was at an average level as a critical thinker. As the semester has progressed, and I have completed activities that allowed me to reflect on myself as a critical thinker, I began to realize that I was not the critical thinker I thought I was. Although I would enjoy saying that I am an expert critical thinker at this point in the semester, I am aware that there is still much more to learn and understand (and if I were to categorize myself as an expert, it would be obvious that the lessons were not completely grasped). Instead, I would categorize myself as proficient; I am able to use what I have learned from the various assignments and have a holistic view of situations, but as I said before, there is still much more I could learn. Out of all the critical thinking characteristics, I believe that the characteristic that says, â€Å"I am honest with myself, acknowledge what I don’t know, recognize my limitations, and am watchful of my own errors† is the characteristic where I have seen the most improvement on. This being my first semester at the University of Texas at Austin and coming from a very small school, I was aware that there would be many times when I would not understand something. As time has progressed to this point, I have also progressed in this characteristic, while taking advice from others and understanding that I don’t know everything. However, as this semester went on, I came to realize that while I originallyShow MoreRelatedMy Interpretation Of Critical Thinking1482 Words   |  6 PagesMy interpretation of Critical Thinking has been challenged by the author of this passage by the dean of college arts and sciences of Santa Carla University author and narrator Peter A Facione. I have come to the conclusion that my initial thoughts of what critical thinking was way off. The author has the reader asking himself questions, and forming scenarios where we actually had to use critica l thinking. I think this method of understanding is a great way to teach new readers. Right off the batRead MoreDifferences Between Creative Thinking, Critical Thinking And Focused Thinking791 Words   |  4 PagesCreative Thinking, Critical Thinking and Focused Thinking? o Creative thinking- Going beyond the limitations and being fresh in one’s ideas, while having a generative purpose. o Critical thinking- Is evaluative in nature and analyses a particular thing. Also, this has an analytical purpose. o Focused think- thinking critically and creatively 2. Summarize the advice and what you need to do in the Four -Part Model of Critical Thinking: †¢ Reasoning- Reasoning is the foundation of critical thinking, andRead MoreWhy My Leadership Style Is The Application Of Critical Thinking757 Words   |  4 PagesThe APA section surprised me, because I did not think I had retain as much information about APA formatting. I had use MLA formatting style for three previous degrees and to begin using APA formatting style was quite challenging for me. I know this will be a section that I will refer back to for future courses. I was relieved to know my leadership style aligned with my purpose. I believe in being an example for others to follow and inspiring others to reach their goals. The most powerful learningRead MoreThe Decision Making Under Uncertainty890 Words   |  4 PagesManipulation For any organizations critical thinking is always a good option to improve in decision making skills. Critical Thinking: - Critical thinking is the ability to think clearly and rationally. It considers the ability to engage in thoughtful and independent thinking. Critical thinking is not a matter of accumulating information. A critical thinker is able to assume consequences from what they know, and they know how to make use of information to solve problems. Critical thinking can help companyRead MoreA Brief Note On Web Site Measuring College Graduation Rates850 Words   |  4 Pageschallenging, I am going to succeed by seeking helpful advice from experts, by developing useful strategies to help me attain my goals, and by recognizing the benefits of a college degree. Because I am a new student in this semester, I know that college will be challenging for me. One challenge that I am facing is listening, writing, and vocabulary in English. It is not my mother language, thus I have to translate all new words into my language to understand the meaning. In my country, I use EnglishRead MorePsychology : A Profession And A Science1525 Words   |  7 Pagesinvestigation of how individuals see (Super Super, 2009). A percentage of the psychological professions include clinical psychology, counseling psychology, health psychology, forensic psychology, social psychology etc. (Keether Morgan, 2013). I have decided to pursue with MSc. forensic psychology after my undergraduate degree. Forensic psychology is that piece of psychiatry, which manages patients and issues at the interface of the legitimate and psychiatric frameworks (Towl, Farrington, CrightonRead MoreThe Community Connector Program ( Ccp ) At Providence Public Library ( Ppl ) Essay777 Words   |  4 PagesA. In Foundations Project Plan (FPP), I worked to evaluate the Community Connectors Program (CCP) at Providence Public Library (PPL). The CCP has a purpose to provide support for homeless people that obtain several services including to get shelter and health care service. Dealing with this complex problem and considering it as a relatively new program to the PPL, PPL faced several issues in implementing the program. One of the managerial problems is the difficulty in dealing with the conflict betweenRead More12 Angry Men1722 Words   |  7 Pagesculture, conflict management and then, there’s an introduction of Fiedler’s leadership model. The setting of the movie offers consistency, investment, rigidity, autonomy and fairness in terms of assessing different levels of conflict and negotiation. I would say that the most evident styles of conflict in the movie are accommodating, compromising and collaborating conflict resolution styles. The jury is involved in a high profile case about a young boy who, if found guilty, then he will be sent toRead MoreOne Of The Greatest Ah-Ha Moments Of This Class Was When1404 Words   |  6 PagesOne of the greatest ah-ha moments of this class was when I put into words the correlation between a dancer mentored by their coach and a student working beside an effective teacher. Teaching is a work of art; a dance that is carefully choreographed between teacher and student. Both dancers are aware of the dance they want to perform, yet in order to truly experience the depth and magnitude of the dance, they must break down the steps into perfectly timed moves. The dancers strive to execute theirRead MoreTransformational Leadership Theory By James Mcgregor Burns1183 Words   |  5 Pagestheir role model; challenge followers to go above and beyond what is expected of them, and understand their strengths and weakness, so the leader can assign tasks to its followers that can optimize their performance. Background In 1978 leadership expert, James McGregor Burns developed the first concept of the transforming leadership theory. He created this theory to address the aspects of an organization in which leaders focus on the beliefs, success, needs and values of their employees. According

Organisation and Management for Gender and Intersectionality

Question: Discuss about theOrganisation and Management for Gender and Intersectionality. Answer: Organisations seek to become more innovative and adaptive and these types of organisations often struggle with cultural change of the company. Walker Soule (2017) argued that the leaders of the business can learn from the practices of movement that are made by the skilful makers. These types of movement provide details about the cultural movement on efficiency and operational excellence. Therefore, ultimate culture change may not be gained through top-down manner and the culture of the organisation lives in the collective employees hearts and habits. The shared perceptions of the employees can also bring the cultural changes. The authors described that significant changes within the organisation can often come from social movements and there must be the difference between private organisations and society. The leaders of the organisations can get the idea from the initiators that mobilise and engage the common people to institutionalise societal norms. The authors proposed to provid e evidence that the real change in organisational culture starts through galvanising and aligning all the staffs as the staffs have the power to move the organisational culture from status quo. Walker Soule (2017) proposed the idea of movement-based approach in order to change the organisational culture to have moderate friction as it is perceived as positive for the organisation. The readers can assume that this article of Walker Soule (2017) would have proposed the new idea of change management of culture through movement. The readers can also presume that this article is about a cultural change of the organisation that can bring through the employees' initiation through democratic leadership practices. The organisational policy cannot always bring the changes within the organisation; therefore, the leaders can take the actions to gather the employees in order to bring the innovation of working culture within the organisation. The leaders of the business can learn from the skilful movement organisers and they can also take initiative not to shy away from the friction of the organisations. The authors appeal to the wider audiences by stating that the complete absence of the friction for change can probably mean no change within the organisation. The authors heed on the side where the movement creates resistance. However, the limitation of the research is not focusing on the change management of culture for the first time and address the resistance for the first time. The authors do not provide any clue to recognise the root causes of the resistance and engage the right resistance to the leaders. Support for these claims of research methodology is documented by authors claimed of reference of the organisations Dr Reddy, a global pharmaceutical organisation. The article is supposed to take the data from secondary data. Secondary data has been collected from the Dr Reddy organisational case study and from the articles, journals and websites and government reports. The approach of the article is inductive type as both researchers Walker Soule (2017) did their observation of movement-based approach and they test the pattern of the research. After that, both authors provide their concepts with a degree of certainty. However, there is lack of supporting evidence of the data collection process of the research as there is no certain portion where the researchers share their data sources. The main limitation of the study is that the suitability of the research data is not clearly mentioned. Walker Soule (2017) stated that movement-based approach can bring cultural change as culture change of the organisation can only occur when the employees within the organisations take drastic actions. According to the authors of the article, leaders of the organisation should not be simplistic and they should not be too fast regarding the translation of movement into change management plan. In order to change the organisational culture, it is needed to bring the sense of urgency and the employees must harness the responsibility of change. The article found that the organisational change can showcase the spotlights of actions to see the changes in culture. In order to bring the cultural changes, the leaders also face the issue to mandate the changes. The authors conclude that the leaders of the business can overuse the authority to accelerate the transformation (Mills, 2017). The cultural change can bring the friction; however, the staffs must keep the harmony. No friction or resistance from the employees side may lead to failure of change. The leaders of the organisations can articulate the mission in order to change the structure of the organisations. This is a successful approach in order to tackle the resistance comes from the changes. The staffs of the organisation need to demonstrate the efficacy of movements must bring sympathy. The leader Prasad in the organisation Dr Reddy demonstrates the perfect cultural movement of change management. The leaders of the business must frame the issue first to apply the social movement within the organisation. This article also discussed MGT100 course material like demonstrating the quick performance of the employees so that the people can bring the innovation and customer-cantered approach to deliver the best outcomes for the organisation. In this article of Walker Soule (2017), the authors deliver the idea of harness the employees network in order to share the common purpose, bridging the ideas and building the collation among the employees. The reference the idea of social movement from the civil rights movement is to identify the movement of the members in order to discuss the strategy. Walker Soule (2017) described that the structure of the organisation and dominant culture can produce the outcomes and behaviour for the organisational changes. Social movement makers deploy the symbols and construct the costumes in order to bring the solidarity. The organisation can create the brand identity through unity and commitment (Walker Soule, 2017). The authors also suggested the theme of friction and resistance of the changes. The articles provided ideas of the skilful movement makers from whom the business leaders can take the idea. The organisational leaders must not shy away from the organisational resistance. The ideas of the business are about the movement-based approach in order to alter the business and it can provide a moderate amount of resistance to the employees. The leaders of the real-life business can learn the lesson from the social movement and they can lead the employees for the betterment of the organisation. The leaders of the business need to look for the friction where it can indicate the dominant organisational design (Mills, 2017). In the real life, some of the organisations need cultural change. Some of the organisations may also be more innovative and adaptive. In this scenario, the management needs to transform the demands of corporate culture. The idea of Walker Soule (2017) can give the real management about the idea of change through using the potential of the employees as well. The management must not always focus on the top-down mandate; the management of the real world organisation can dictate about conviction, creativity and trust. The organisations can face the issue of a multicultural workforce, resistance to change, diversity and cultural innovation. The real-life organisations can learn from the social movement how to initiate, mobilise and engage the employees to institutionalise the social etiquette. The managers of real-life business can understand the issues that have been facing the organisations. The organisational purpose needs to be set for the personal gain of the employees to conjure the emotions, the meaning of the work and incites the actions. The managers can demonstrate the employees about the quick wins process and the managers can ask about the delivery to the employees about the communication about cultural changes. In real-life business, the employees can resist about the changes, in order to unfreeze the changes, the organisation can increase the networks of the employees through building coalition, diversifying the networks and share the common purposes. First peer-reviewed article Bromley, P., Meyer, J. W. (2017). They are all organizations: The cultural roots of blurring between the nonprofit, business, and government sectors.Administration Society,49(7), 939-966. [doi.org/10.1023. publication/274314450.2016.08.006] The organisations can reshape social structure so that it can build the cultural explanation. The cultural roots of the business mainly focus on the leadership and employees and it focuses on the traditional sector. The mainstream explanation of the role of the leaders can change the transformed culture as well as the rationale of action. Leadership practices should be well-maintained in order to provide the best workplace culture to the employees of the organisation. Middle-management and leaders can ask to bring the change related to the technology in order to influence the social system. The willingness of the employees shows the culture of the organisation as one of the important considerations. Second peer-reviewed article Hornstein, H. A. (2015). The integration of project management and organizational change management is now a necessity.International Journal of Project Management,33(2), 291-298. [doi.org/10.1016/j.ijproman.2014.08.005] This article also discusses further organizational change in the implementation process of culture. The organisation can take the change as a project and this article describes the project-based initiative on cultural change. Organisational change is very necessary to bring the effective change in culture and leadership. The organisations can constitute the scientific rationale to show the show the hybrid responses of the workplace culture. The leadership practices must be accountable, effective and systematic to maximise the profits. Indirect quote from article one The cultural principles within the organisation are universalistic and in the private sectors, the organisations use various stakeholders in order to show the cultural variance or to show the change (Bromley Meyer, 2017). Direct quote from article two Whether or not a project is successfully implemented is at least partially a function of how much resistance users have to the changes in work (Hornstein, 2015, p.293). Reference List Bromley, P., Meyer, J. W. (2017). They are all organizations: The cultural roots of blurring between the nonprofit, business, and government sectors.Administration Society,49(7), 939-966. [doi.org/10.1023. publication/274314450.2016.08.006] Hornstein, H. A. (2015). The integration of project management and organizational change management is now a necessity.International Journal of Project Management,33(2), 291-298. [doi.org/10.1016/j.ijproman.2014.08.005] Mills, A. J. (2017). Studying the Gendering of Organizational Culture over Time: Concerns, Issues, and Strategies?. InInsights and Research on the Study of Gender and Intersectionality in International Airline Cultures(pp. 71-91). Emerald Publishing Limited. [doi=10.1.1.547.5312rep=rep1] Walker, B., Soule, S. (2017). Changing company culture requires a movement, not a mandate.Harvard Business Review, 2-6.