She was unable to take clients to lunch because of how it would be perceived. A woman taking a man to lunch that may be married, would look unfavorable for the company. With all of these challenges, Rabidue began to have problems in the workplace and was perceived as having a negative attitude and being a troublesome employee with coworkers and customers. When the courts heard Rabidue’s case they dismissed it stating that there was no evidence that Henry’s antics
Though John had sympathy for the family pressures she was facing, but her unpleasant behavior was affecting the efficiency of the entire team and the organization. On the other hand, Andy another employee with CES and a team member for the waste management committee, made it worse by creating negativity in the mind of Vincent on the very first day of his office. Vincent resigned his earlier job because of the internal politics and did not want the same issues again. Vincent tough tried in altering Gwen’s job description but knew she won’t be satisfied with that too. 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.
CalPERS vs. JC Penney Overview CalPERS investment program began on February 22, 2000 when they included JC Penney on their annual Focus List. CalPERS further exclaimed that due to declining sales and a deteriorating customer base they had lost confidence in Penney’s management. Subsequent to the release of their focus list JC Penney made numerous strategic decisions to revitalize and boost the value of the company. Penney forced their current CEO James Oesterreicher to retire. Next instead of promoting from within, they searched for new blood and hired former Barney’s CEO Allen Questrom.
The friendship between Johnson and Ellis has caused Frank Havens, the Assistant Athletic Director, to hesitate in approaching Ellis with the complaints he has received about Johnson from both members and staff. This hesitation to take action has caused his staff to start questioning his abilities as a manager. When Havens finally approaches Ellis with the complaints, Ellis becomes extremely defensive. Bob Watts also diminished the allegations and tried to convince Havens that it was just a silly rumor. The unwillingness by Bob Watts, the Director, and Ted Ellis, the Athletic
Part 1 The CEO of Mighty Telecommunications, Sharon Wentworth, meets with the new VP of HR, Thomas Brody. Sharon points out to Thomas that many administrative HR functions have been automated or outsourced in the last two years. She wants HR to bring more value to the business and asks Thomas to transform the HR department. She asks Thomas to begin by working with the sales department. After the meeting, Thomas decides to develop a highly skilled team of strategic partners (SPs) who will build strategic business partner relationships with the company’s business leaders.
Role-playing takes place between the manager, programmer, and salesperson that act out roles to explore a particular scenario. They each specialize in their field, but the problems are that they are not working together as a team. By acting scenarios, they are likely to respond to different approaches and miscommunications. Louise, the manager, should have not take sides after calling out Ricardo for Frank to continue his problem. Frank may be the leading salesperson who has to deal with the situation when it actually happens (customer dissatisfaction).
A recent economic downturn has seriously affected the auto industry and your company, as well. Your company has merged with two other brake component companies in an effort to gain production efficiencies and lower unit costs. You are the lead HR person for the new entity. Based on your analysis of the three previous executive compensation approaches, you have decided with board approval to redesign the executive compensation for the new combined organization. Describe the components of an executive compensation plan.
Nordstrom does not offer extensive training programs to its customers. Employees are paid on a commission basis, they are surrounded by a very competitive environment and it is ingrained in them that customer satisfaction is key. Employees needing to train new employees may not emphasize to the new employee why the need for customer satisfaction is so important. Also, because of the competitive environment, it may cause the employee to not train the new employee appropriately because of threat to their sales, which could in turn cause a misconception of their family environment. There is no training program for them that state any reasons why the culture of the company relies on customer satisfaction.
The employees may feel a certain way about the layoff of the co-workers and also it may effect how they work. Also another thing is the loss of valuable and knowledgeable employees may affect others too. The new hire people will have no one to ask if they do not understand or know how to perform a task asked of them. This can cause serious problems for productivity and for the patients at the clinic. The last disadvantage I think will be a problem to the Dodge Clinic is employees seeking employment elsewhere because they do not feel there job is secure.
At this time the contract will be re-negotiated. Apparently, Organisation X has expressed their dissatisfaction on a number of previous occasions, but there has been no real improvement. As a result of the poor service and the problems with supply of goods, the manager of Organisation X has strongly suggested that the contract will not be extended and might, in fact, be offered to another organisation. The problems have been traced to your department/ section. One of your team members has been tardy in processing the orders and sending them through to the necessary supply department and when representatives from Organisation X have contacted the team member to confirm orders and delivery times, they have received vague assurances, but the goods ordered have either not arrived on time, or the orders have not been fully made up.