Linkage of Case to Chapter Material This case focuses on the controversial $165 million in retention bonuses paid to employees of the Financial Products unit of the American International Group (AIG), a behemoth insurance and financial services company. In early 2008, employees in the Financial Products unit were asked to remain with the company through the unit’s shutdown and, essentially, to work themselves out of a job. To entice talented employees to stay and work through the shut-down, a contractual retention bonus plan was instituted. When the bonuses were paid in early 2009, controversy and outrage arose given that AIG was the recipient of a substantial amount of United States government bailout money under its Troubled Assets Relief Program (TARP). Amid this controversy, Edward Liddy, AIG’s CEO, requested the bonus recipients to return half of the bonus amount.
Be relentlessly clear. All good writing instruction repeats this refrain: Show, don’t tell. In other words, illustrate your points with specifics. Example: You want to say someone in your company is a bad boss. Rather than making that general statement, say something like, “He got a promotion based on his assistant’s detailed reports, but then—despite the company’s record profits—denied that assistant even routine cost-of-living raises.” 6.
Next instead of promoting from within, they searched for new blood and hired former Barney’s CEO Allen Questrom. Penney went on to sell one it’s direct marketing unit to raise capital to reduce debt. They restructured the company to focus on its struggling department stores, cutting employees and closing down many stores. By September 29, 2003, the culmination of CalPERS active investment in Penney, JC Penney seemed to right the ship and was able to streamline operations to be more efficient and profitable. Chronology of Events 2/22/00: CalPERS identifies 10 underperforming companies that will serve as their primary focus for corporate governance activism for the 2000 proxy season.
Watkins Co. Case Study I, assuming the role of Pat Eckers, am supposed to present a plan to make L.J. Watkins Company, a manufacturer of large sliding glass doors, run more cost effectively and motivate workers to perform at their top level by next Monday. I am in charge of mentoring and guiding Paul Watkins, who has been appointed below me as production manager. His subordinates currently dislike Paul. My Boss, L.J.
Contract Creation and Management Assignment Law/531 6/13/2012 Contract Creation and Management Assignment The case presented in the video offer and acceptance from the student website is about an editing production company named Quick Tape Video experiencing trouble with the time editing a production. The company has been working with the same outdated equipment for the last 10 years. The post production manager Janet has been suggesting to Hal, who is the production company’s owner to replace the old equipment for the last two years. After the awareness of a job that will not be completed on time because of editing time consuming. Hal promised to Janet that he will see the possibility to upgrade the editing equipment.
If I feel I can’t talk to my nurse in charge about the problem I can talk to my head of care ,but if I am not satisfied I can talk with my deputy manager. If I am still not happy with how they deal with it I can make a formal grievance complaint. The grievance procedure should also include the following steps: -writing the letter to employer setting out the details of grievance; -a meeting with employer to discuss the issue; -the ability to appeal employer's decision.
New Corp LAW 531 August 27, 2012 Yolanda Nimmer-Williams- Instructor NewCorp Legal Encounter 1 Upon terminating Pat, NewCorp is faced with a case of wrongful termination. Even though, Pat was employed as an at-will employee, NewCorp issued him a personnel manual outlining how they would deal with unsatisfactory employees. NewCorp’s policy states that “If the job performance of an employee is unsatisfactory, the employee will be notified of the deficiency and placed on a corrective action plan. If the employee’s performance does not improve to a satisfactory level in the specified time period, termination will follow” (Notice of Unsatisfactory Performance/Corrective Action Plan). Pat signed this document, thereby making
The auditor was originally reviewing recently submitted invoices in attempts to gain a further insight on the way the company coded, capitalized, expensed, recorded, etc, their transactions. He went out of his way to schedule interviews with the upper level management to become acquainted and ended up uncovering much more than standard procedures. In coincidence one, he enabled himself to request checks for false invoices, then taking it up a notch by recreating false invoices and submitting them to the accounts
Hernandez to a little town far from his hometown. He was the town doctor, and he was good at healing people but not good at listening. Mr. Hernandez’s was surprised when his boss decided to replace him but learned that town doctors not only to heal but also to educate, and more important are part of the town life. In the following assignments, Mr. Hernandez learned from his mistakes and after four years his boss, the one who fired him, retired and recommended Mr. Hernandez to replace him. As chief placement officer, Mr. Hernandez and his team worked more than a year in a new proposal and when were ready to present it to the hospital board, one team member started creating friction among the members.
The first conflict is between the parents and the children. George Hadley, the father, says: “I've taken a few machines from the house and threatened [the children], a month ago, with closing up the nursery unless they did their homework. I did close it for a few days to show I meant business”(109). Although this may not seem to be a major issue to the parents, the children end up killing their parents, because of their over reliance on technology. The author is trying to issue a warning that one can become too reliant on technology, and if it is taken away, one might over-react to the situation.