Cliff should have stated Cindy’s position in this company, that she is the wife of one of the members of the executive committee, Larry, and that her position is very important. 2. As supervisor, what should Cliff have done when it became apparent Sonja was overstepping her authority during the meeting with Cindy? Cliff should have stepped in to calm down Sonja and to settle each person in a group to discuss their reasoning for their behavior. By having Sonja and Cindy explain to each other their side of the story, this would ensure a better understanding of each other’s point of view to further escalate the situation.
Norton explains how the mall serves as a meeting place for people of all kinds, especially women, shaping their opinions and desires. But the stores in the mall are the real focus for the consumers. Customers walk from window to window, observing the products as well as each other, obsessed with displaying a higher standard of living. Interestingly, Norton also claims that a woman’s role while shopping is to provide the necessities for her family. Since the husband supplies money, Norton believes women view shopping as not another responsibility, but as an opportunity for subversion.
Wal-Mart argued Dukes clashed with a female Wal-Mart supervisor and was disciplined for admittedly returning late from lunch breaks. In June 2001, the lawsuit began in U.S. District Court in San Francisco. The plaintiffs sought to represent 1.6 million women, including women who were currently working or who had previously worked in a Wal-Mart store since December 26, 1998. Judgment Federal District Court In June 2004, the
In the vigilantism cases, although we could all relate to the frustration involved for the actors, we all agree that one must stay within the bounds of the law to seek out justice. The next discussion involved civil disobedience and we found that we agreed that civil disobedience has been helpful historically to help change the laws and improve our society. However, the general consensus on civil disobedience was also that the acts of disobedience must be done in a peaceful manner for the acts to be effective. The final acts of crimes among professionals had another anonymous decision. Our team found that we did not agree with those professionals who chose to commit crimes.
Drug and Alcohol Halfway House Management Aide Job Exercise Job analysis is defined by Gary Dessler (2012, p. 63) as the “procedure though which you determine the duties of the job and the characteristics of the people to hire to fill them”. The position is a house manager for a women and children’s halfway house. A complete process of using the tools to define the job, find the correct candidate, hire, train and measure performance is addressed within this paper. While intuition alone cannot judge candidates, the use of tools provides the best candidate because tools cuts long term costs for the company, provides modeling s guidelines, and tools used as job analysis, job description, benefits, job performance benefits the company. HR Hiring
During the case study there was discussion between the senior officer and the junior officer on what avenues of investigation the junior officer could take to investigate the matter and feedback on how the job was done. Murray states “There is no single answer to most problems and debate and consultation… will have a valuable contribution to the decision”(Murray 2002,p.13). As the senior officer had discussed options together and come up with how to investigate the assault this is an example of democratic leadership. During the case study we see that the senior officer takes a step back and lets the junior officer run the job, until he asks for help or does something wrong. Murray states “Trust in the member is assumed and since trust is mutual…would have respect for the ultimate decision” (Murray 2002,p.13).
For example; operations such as drug raids are planned democratically beforehand, but when the plan is put into practice or action the leader will be authoritarian as there is no time for discussion. Authoritarian leaders maintain order and discipline, making this style effective. The style also makes decision making and arrangement quick and efficient, and helps large scale co-ordination. The down side to using this leadership type is that the team don’t develop initiative and less responsibility for their actions as they rely on the leader. There is usually a low staff morale, meaning poor performance and high staff turnover.
We often find ourselves criticizing the way a message is presented and ignoring its content or value. We don’t like the message being “read” to us, we find the speaker lacking in experience, or we don’t care for the negative tone of the boss. Our listening focuses on delivery and approach.
Target Audience This training is intended for Upper Management, Floor Supervisors, and Team Leaders. This course will enable these individuals to respond quickly and properly to situations that may involve improper conduct, unwelcome communication, and/or lewd behavior. This course will also provide these individuals with a basic understanding of what is and what isn’t acceptable behavior in the work place. Data Collection To determine the need of Sexual Harassment Training in the work place, disciplinary and compliant forms from the past 5 years were reviewed and data was complied based on the number of complaints and write-ups. Management level employees had an open round-table meeting where problems were identified and questions were asked and answered: * What is sexual harassment?
With his type of leadership the leader shows concern for his employee’s workers and he gets back the complete trust and loyalty of his staff. (Erben and Guneser, Gul and Ayse). This would have been the preferred leadership style in this case for this particular problem highlighted and he was initially too focused as a formal leader. Sensemaking and Resilience Questioning “Common sense is not so common.” (Voltaire) So what is sensemaking and common sense exactly? “ Sensemaking is what it says it is , namely , making something sensible ( Weick 1995) and that it is it is not only applied to using the information “meaningful lived experience” but also applying making decisions to be made for the future not only relying on experience.