1) It is apparent from the lack of receiving critical information that frontline construction workers / managers are either not aware of (or buy into) the aggressive timeframe for completing the towers. They also appear to lack a clear method to communicate issues beyond the weekly status meetings. While some of the strongest positive feedback received for Erik has been the organization of these meetings, there appears to be a disconnect in how they are perceived: Construction attendees apparently believe this is where all status, including emergencies, are communicated; Erik and Curt appear to expect it as a routine checkpoint with no surprises. 2) Erik's manager, Jeff Hardy, has not done well at clarifying the General Manager's role, or in helping Erik establishing boundaries for the position. No one has put the brakes on Erik's actions, implying agreement.
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.
Staying on the Same Page in Business Negotiations Pacific believed that other elements of the contract might be discussed, but that no dramatic changes would be expected. Because of Pacific’s lack of strategic planning, they wasted valuable time, money, emotional stress and energy. They also risked losing other opportunities that could have been more favorable for them. Adding to the problem was Pacific’s assumption that Reliant would sign a new contract quickly. Because of the time and money spent on traveling and negotiating back and forth, and the potential need for new technology development, which would be based on the contract’s outcome, Pacific Oil Company became increasingly desperate to
Carl demonstrated meager planning, implementation, and unwieldiness to follow-through with his assigned duties. It appears that Carl Robins is not qualified or trained properly to do his job successfully. This issue may have been averted by establishing a systematic leadership and mentoring plan by ABC, Inc. to train and advise their new employees. Several issues stand out immediately. New employees did not have the required forms completed and their transcripts were not on file.
PAD 515 Week 3 Discussion Carver is missing some very basic values and attitudes. He is missing being considerate, respectful, fair, cooperativeness. The changes that Carver needs to make are numerous. The changes will be difficult for him to sustain, as they are not his “style”, but change can be achieved, as with anything, if he works on his values and attitudes. It will more than likely take his subordinates and co-workers even longer to trust that he has changed and that he will adhere to his new found values and attitudes.
Starting a class late, can not only show you that you need to work on your time managing, and schedule, but it can also start to warn you that you may not be ready for an online course. Although in this case, Rossett picked up, and successfully completed her first module and was ready for the second module in the class, which is where she began to have continuous problems. Rossett had a problem with distractions, being distracted by phones, company , not communicating with the professor well, traveling , and lastly a cold. In this case, Rossett was not dedicated, self-motivated, self-disciplined , committing a good amount of hours through the week,
We will see that “rules of behavior” seem to be to keep things simple and to avoid controversy. Serious topics and feelings are avoided. First we see that Professor Sandra has divided class into groups of five people: Christine, Diane, Janet, Steve and Mike. Each group was given a group assignment that worth 30 percent of final grade with the task of analyzing the seven-page case and come up with a written analysis. In which there is interaction amongst them who have had no previous relations before and it is facilitated through the first stage; where personal preferences and work schedules are exchanged, strengths and weaknesses made apparent and expectations clarified.
The direction or team dynamics seem to be focused on Control and Organization. But as the team moves forward in its development, issues arise in the area of Mutual Acceptance. This evaluation tends to move forward at first, however with the issues that present the team in the week 5 timeframe, we see setbacks to some extent. Part II: Problem Identification: Christine is attempting to focus and evaluate, write and prepare her presentation part, and distractions with Mike assuming the team members would not include him in meetings can be distracting to the whole part of the group’s overall performance. With this problem stated, we truly understand this is not an underlying issue.
Many issues arise here for her: * Leading a team instead of individuals * Leading a long term project instead of a short term consultation * Implementing a new strategy that management was still testing and that was likely to change * Team members doubts about the new strategy and its impact on them Chris Peterson fully embraced her role as a team leader but completely lost sight of the organization strategy. * DSS
Bob Anderson had not been able to find time off his busy schedule to interact with his other team members and find solutions to the problems in the firm which had been affecting employee morale. In fact, his improper time management was also posing a serious threat to his family life. Improving inter-personal relationships through greater social interaction could improve work life balance which, in turn could help in reducing stress. Introducing a proper