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Hi,kindly go through the following .. SWEAT (Strengths, Weaknesses, Expectations,Abilities and Tensions)SWOT analysis is based on a bureaucratic model to evaluate organisational effectiveness. This implies that the focus of SWOT analysis is management by objectives and merely getting the job done in terms of organizational needs. In contrast. Key characteristics of SWEAT analysis is that the planning and evaluation process is guided by shared decision-making, empowerment, emancipation and consequently shared leadership within the organization. The human factor is not secondary to the existence of the organization. Happiness is the key driver to achieve the vision of any organisation. It is a question of a shared vision, owned by everyone within the organization.Strengths, Weaknesses, Expectations, and Abilities and Tensions that impact on both the leader and the employee in achieving the goals of the organization. Hence, to manage organizational change, paradigm shifts are essential to create a people-oriented environment as opposed to a strictly task-oriented environment.With Regards,Chitra,Associate-CRD
From India, Bangalore
From India, Bangalore
CAN ANYONE EXPLAIN IN LIGHT OF THEI "SWEAT ANALYSIS" BY Dr. VIJAY SINGH OF SOUTH AFRICA.
THE MILLION DOLLAR QUESTIONS ARISES OF THIS CONEPT IS :
WHO VALIDATE THIS KIND OF THESIS OR CONCEPTS?
DOES THIS SWEAT ANALYSIS BEING EXPERIMENTED AND APPROVED BY THE BODY OF ASSSOCIATIONS OF PROFESSIONALS IN ANY PART OF WORLD. IF NOT WE CAN CONTRIVE MANY MORE SUCH CHEAP CONCEPTS PLAYING WITH WORDS AND VERBIAGE GAME.
LETS START WITH:
DEFINE: CHEAP ANALYSIS
DEFINE: CHEAT ANALYSIS.
REGARDS
RASHID
From Saudi Arabia
THE MILLION DOLLAR QUESTIONS ARISES OF THIS CONEPT IS :
WHO VALIDATE THIS KIND OF THESIS OR CONCEPTS?
DOES THIS SWEAT ANALYSIS BEING EXPERIMENTED AND APPROVED BY THE BODY OF ASSSOCIATIONS OF PROFESSIONALS IN ANY PART OF WORLD. IF NOT WE CAN CONTRIVE MANY MORE SUCH CHEAP CONCEPTS PLAYING WITH WORDS AND VERBIAGE GAME.
LETS START WITH:
DEFINE: CHEAP ANALYSIS
DEFINE: CHEAT ANALYSIS.
REGARDS
RASHID
From Saudi Arabia
This Analysis refers to the organizational effectiveness.This is a technocratic, rationalistic approach based on scientific management principles
From India, Visakhapatnam
From India, Visakhapatnam
Gentleman,
Could You Please Eloborate Us What Technology And Science Is Involved Which You Noticed As Matter Of Technocrat & Scientific Elements In This Theory.
Your Resonse Is Highly Appreciated....
Kind Regads,
Rashid
From Saudi Arabia
Could You Please Eloborate Us What Technology And Science Is Involved Which You Noticed As Matter Of Technocrat & Scientific Elements In This Theory.
Your Resonse Is Highly Appreciated....
Kind Regads,
Rashid
From Saudi Arabia
SWOT analysis is currently used as an evaluation tool in organisations throughout the world. This is a technocratic, rationalistic approach based on scientific management principles. Evidently, research over the past decade points out that traditional management practices in organisations that depend on a top-down approach in achieving organisational objectives has severe limitations since it is wedded to bureaucratic control measures. This denotes that SWOT analysis is based on a bureaucratic model to evaluate organisational effectiveness. This implies that the focus of SWOT analysis is management by objectives and merely getting the job done in terms of organisational needs. In contrast, SWEAT analysis as critically discussed in this paper is based on a collegial model. Key characteristics of SWEAT analysis is that the planning and evaluation process is guided by shared decision-making, empowerment, emancipation and consequently shared leadership within the organisation. The human factor is not secondary to the existence of the organisation. Happiness is the key driver to achieve the vision of any organisation. It is a question of a shared vision, owned by everyone within the organisation. Alludes to the Strengths, Weaknesses, Expectations, Abilities and Tensions that impact on both the leader and the employee in achieving the goals of the organisation. It is a process in the organisation that is not dependent on the bureaucratic, rationalistic model of determining job satisfaction; it is firmly embedded in humanistic principles. Hence, to manage organisational change, paradigm shifts are essential to create a people-oriented environment as opposed to a strictly task-oriented environment.
I hope this helps.
- Arvind
(source: internet)
From India, Hyderabad
I hope this helps.
- Arvind
(source: internet)
From India, Hyderabad
Hi ,
i have read all the threads and to my opinion most of them are trying to reiterate about SWOT which isnt the requirement ...but to the surprise even Google gives only 1 pertinent document in this regards which denotes that not many organizations have gone to practically adopt the method . In liue to the above we should also try giving valuable contribution to the question , factually speaking being in the field i got to know this for the first time and thus would encourage if people have exposure please contribute .
From India, Vijayawada
i have read all the threads and to my opinion most of them are trying to reiterate about SWOT which isnt the requirement ...but to the surprise even Google gives only 1 pertinent document in this regards which denotes that not many organizations have gone to practically adopt the method . In liue to the above we should also try giving valuable contribution to the question , factually speaking being in the field i got to know this for the first time and thus would encourage if people have exposure please contribute .
From India, Vijayawada
Hi Preeti,
SWEAT analysis as critically discussed in this paper is based on a collegial model. Key characteristics of SWEAT analysis is that the planning and evaluation process is guided by shared decision-making, empowerment, emancipation and consequently shared leadership within the organisation. The human factor is not secondary to the existence of the organisation. Happiness is the key driver to achieve the vision of any organisation. It is a question of a shared vision, owned by everyone within the organisation. Research, as discussed in this paper, alludes to the Strengths, Weaknesses, Expectations, Abilities and Tensions that impact on both the leader and the employee in achieving the goals of the organisation. It is a process in the organisation that is not dependent on the bureaucratic, rationalistic model of determining job satisfaction; it is firmly embedded in humanistic principles. Hence, to manage organisational change, paradigm shifts are essential to create a people-oriented environment as opposed to a strictly task-oriented environment.
S - Strengths
W - Weakness
E - Expectations
A - Abilities
T - Tensions
From India, Bangalore
SWEAT analysis as critically discussed in this paper is based on a collegial model. Key characteristics of SWEAT analysis is that the planning and evaluation process is guided by shared decision-making, empowerment, emancipation and consequently shared leadership within the organisation. The human factor is not secondary to the existence of the organisation. Happiness is the key driver to achieve the vision of any organisation. It is a question of a shared vision, owned by everyone within the organisation. Research, as discussed in this paper, alludes to the Strengths, Weaknesses, Expectations, Abilities and Tensions that impact on both the leader and the employee in achieving the goals of the organisation. It is a process in the organisation that is not dependent on the bureaucratic, rationalistic model of determining job satisfaction; it is firmly embedded in humanistic principles. Hence, to manage organisational change, paradigm shifts are essential to create a people-oriented environment as opposed to a strictly task-oriented environment.
S - Strengths
W - Weakness
E - Expectations
A - Abilities
T - Tensions
From India, Bangalore
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