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
Criticisms from supervisors and peers often are met with emotional listening resistance. We hear only the negatives and do not attend to offers of help or ways to improve our performance. We are over stimulated and do not accurately receive messages that could help us grow and develop. Barrier Three: Criticizing Personal Style Rather Than Messages. We often find ourselves criticizing the way a message is presented and ignoring its content or value.
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).
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.
However, the Maslow’s theory does not fully explain the motivation of numbers of workers especially in contemporary Chinese business as it has a lot of disadvantages. This essay deals with the main points of Maslow’s theory and describes the reasons why his work cannot help people to understand employee motivation in Chinese business situation. Maslow claimed that people had many different needs that can be divided into 5 parts: simpler needs such as Biological and Physiological needs or Safety needs, and higher needs like Belongingness and Love, Esteem and Self-Actualization needs (Whitaker, 2008). He also made the specified order of these needs shaped as a pyramid that meant the people unsatisfied with the needs in the bottom of the pyramid could not get satisfaction with the needs in the top (Robinson, 2004). According to Maslow’s hierarchy of needs, managers have to attempt to satisfy all five levels of needs otherwise workers would work worse than before and not be satisfied with their job (Boeree, 2006).
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.
However, as mentioned in the case, “senior management had not felt respected by their US headquarters, which had not given them enough autonomy and had directed the from afar instead”, it seemed like as time progressed, Ebay started taking too much control over the company without fully learning the consumer behaviors, nor the significance of cultural differences between China and United States. For example, the DIY culture in the West was not well adapted in China as the Chinese customers preferred the finished products that they don’t have to worry about putting the components together. Ebay was solely operating under the assumption that the Chinese people would prefer it just because its brand image in the United States, therefore it made very little modifications that adjust itself to Chinese consumers’ preferences. As a result of that, it lost market shares to
However at times EBay failed. EBay was unsuccessful in running their business in Japan. Even though EBay failed in Japan, EBay saw great potential in China. Eventually in late 2002 and early 2003, EBay began acquiring EachNet, through whom it entered the Chinese market. Once EBay China began their business in China they had to deal with their competitor Taobao.
(4) The downfall of responding defensively all of the time though may discourage others from being so honest with their remarks. It can also prevent the listener from concentrating upon the message. Not only do defensive communicators send off multiple value, motive and affect cues, but also defensive recipients distort what they receive. As a person becomes more and more defensive, he or she becomes less and less able to perceive accurately the motives, the values and the emotions of the sender. (5) In conclusion I know I have to work on both of these ineffective listening skills to better my communication between fiends, co-workers, and society in
The British engineers were reluctant to share knowledge due to worries about future job security while Chinese engineers preferred to work with local team members. It made the international collaboration more difficult. | Who (key players and their roles/positions):Brian Li: managing director of Hong-Kong based Gold Peak Industries Group.Chinese engineer:took over most manufactuing except manufacturing of high-performance products.British engineer: primary designers of KEF and Celestion products | Where (country/location/company…): | UK, Mainland China, Hong Kong/ gold peak electronics, KEF,Celestion International. | Case Analysis | Immediate issues, rank urgency and importanceProduce more innovative products. (IV)Promote the collaboration between British engineers and Chinese engineers.