Sternheimer feels it is these other over looked factors that are truly the cause of “young killers” (210). These factors include personal traits, background and family. Sternheimer also blames politician’s claims for the rise of concern for video game violence (209). She briefly writes of law suits on video game producers and points out none have ever been won (210). Sternheimer wants us to question why there are “young killers” (210) arising from suburban families who are considered by most to be decent, well
Based on the case study, risk factors that affected outsourcing process included ethical concern, quality and patent protection. Late delivery would affect its market and general market positions. This would have negative impact on Metrovox’s reputation such that the company feared it would trigger both consumer protests and boycotts. The solution relied on the company’s code of conduct. The introduction of video capability in Bugabyte was highly susceptible copyright.
Professor Nicely discovered this issue in June of 1994 but was unable to eliminate other factors until October of 1994. He reported the problem to Intel and they admitted that they were aware of the bug since May of 1994. When Intel finally announced the bug, they originally said that they would only replace chips for users that require high-accuracy calculations, but when IBM publically refused to sell computers with faulty chips, Intel offered to replace all flawed Pentium processors. Because Intel chose to keep the flaw quiet, and because they originally refused to recall the product, they caused a great public outcry. Their mistakes also ended up costing them over $475 million and damaged their image.
It was during this time that the American Red Cross could have showed the country that they were an ethical company. However, many began to question their ethical practices because of how they responded to the crisis. As a result of this, their “benefits of business ethics” was destroyed. ARC failed to properly manage and monitor employees and volunteers which lead to the occurrence of fraudulent activities. There was also a lack of communication amongst FEMA and ARC, which contributed to slow response times in both instances (347).
John’s inability to anticipate issues and take up steps to resolve the conflict arising due to the Vincent’s presence is harming the output of the organization. Not only the specific projects, Gwen’s behavior and John’s is leading to voluntary exists of other employees. Symptoms of the problem: • Gwen’s Incivility towards Vincent • John’s failure to address Gwen for her misbehavior • Voluntary exists of employees • Partial behavior towards Gwen by allowing her to print Visiting cards not as per her job description. • Gwen’s Bossy Attitude towards employees Case Analysis and Solutions The above case deals with the effect of counterproductive behavior of Gwen, and lack of management qualities in John, which further led to a situation of role ambiguity in the organization. Gwen had been contributing towards the
Without the knowledge about how specific industry works, it is very hard to manage and lead the team to progress and be successful. To make things even worse, Peterson had to report to Jeff Hardy, who was Director of Budgets and Plans and also had no experience in systems operations. This was the first sign of miscommunication in the company. One of the biggest problems for Erik Peterson was bad communication and lack of expertise from the chief engineer Curt Anderson. Peterson showed decent managerial skills by giving specific instructions on how to improve Curt’s ability to plan and organize.
1. Identify and discuss the key factors that led to the breakdown of industrial relations at HMSI. Although HMSI have good HR policies taking place, management failed to implement such HR polices creating a breakdown of industrial relations at HMSI. There were several incidents, according to the case study, that created a gap between workers and management such as the gift that employees rejected and was later directly transferred to their bank accounts. Management’s implementation of the movement sheet and strict leave policy, denying leaves even for some serious and emergency situation, as well favoritism and constant threat of termination when requesting shift changes contributed to the collapse of industrial relations.
The IT team had the business team so confused during the meeting that they eventually just tuned out and IT never actually got to talking about how the new technology could be used for marketing and why it was a good idea. The next issue is the lack of integration between IT and business. Not only do they have problems communicating the points they are trying to get across in language that can be easily understood, but the business end feels as though IT does not know how to meet their goals. A good example of this is on page 76 where it is discussed that “IT people don’t even know some of our basic business functions” and “We don’t feel IT is contributing to creating new business value for Hefty.” Lastly it seems as though there is bad time management and planning on the IT end. I cannot be too harsh on this considering that many projects do not go as planned, on schedule or on budget but this did raise a red flag in the mini case.
It establishes a fundamental systems and processes for presenting and detecting misconduct, for investigating and disciplining, and for recovery and continuous improvement (Ferrell, Fraedrich, & Ferrell, 2011). The corporate governance did not protect the stakeholders because there was embezzlements from some employees and greed from the executive leadership. There was a lot of turnover at the executive level which made the organization weaken and may not able to carry out its mission. Not having this process in place to detect when there was some unethical acts being taking place has caused a lot of turmoil for this no-profit agency. There was not process in place to follow for recovery for when a mistake was discovered or a problem was reported.
When working on a virtual team as in an Internet class, the development of trust is even more difficult to obtain because there is not the face-to- face interaction. When there is fear of conflict, the doors to communication close. Think about a time when an issue came up, but wasn’t addressed because of the fear of conflict. The fear of conflict can create an artificial harmony, where resentment and distrust develop. As this tension builds it delays productivity and resolution of the initial conflict.