These cuts the company has to make resulted in employee dissatisfaction. The cabin crew staff has been addressing their demands through these strikes several times. This could means that employees and management do not have strong relationships. The “Front face” of BA is heavily unionised. Thus resulting in employees being unsatisfied with the management of the business which later could impact the businesses relationship with its stakeholder through the recession, however this strategy in the long run could result in employees not losing their jobs as BA are benchmarking their competition who significantly seceding in the recession without tarnishing its relationship with its employees.
Frank may be the leading salesperson who has to deal with the situation when it actually happens (customer dissatisfaction). Ricardo, on the other hand, coming from a different culture with a different work experience may be the one that feel hostile regarding to Frank’s response, or depending on the scenario. Louise has lost her leadership skills in handling the situation after sensing of what her team is likely to be thinking and feeling in the situation. 2. How does Louise's personality (according to her MBTI score) play a role in this scenario?
It would be great if employees can fit both now and future. New workers should have variety skills and knowledge to use in different situations. Exceptional or Acceptable Workforce Quality Exceptional workforce is the best fit for Tanglewood. If company wants to have “best and brightest”, it has to use exceptional workforce. Again, as I stated before, main goal is to improve customer service.
Engaging the staff at this point is key to making the store work. This will give the staff empowerment and a sense of worth rather than being seen as a cog. Restructure of staff, replacing the night managers with a supervisor. A rota should then be put in place for the manager, assistant manager and supervisor to cover the different shifts on a rota basis. This will give the management team a better overview of the business at different parts of the day and will give a better understanding of the staff regime.
We learned that management members might consider not using tests to determine individual’s personalities, because sometimes only judgments on the individual’s abilities indicate stronger personality traits then personality tests. The team members learned that individuals approach job requirements in different manners; this may indicate the reason why an individual’s personality maybe mismatched with his or her current position. Week Two The team members learned about communication during week two’s readings. We learned that communication is one of the most important factors within the workplace. Communication has four factors, control, motivation, emotional expression, and information.
[pic] MEMORANDUM To: TMCI Partners, Employees, and Associates From: 122000167 Date: December 14, 2011 Team, I’m sure that the tough economic times and even tougher realities of our business sector are no secret to anyone in the TMC family. After implementing several measures designed to make TMC more financially viable, it became apparent that we would have to streamline our workforce if we were going to remain competitive. No one from this leadership team was excited about reducing faces from the TMC family. However, in an effort to keep the company healthy and maintain jobs for as many employees as possible, we made the decision to reduce positions in every division. Because force reductions like we had this week are
They all also have their weaknesses. To form a good team, one must determine how to use their team’s weaknesses and strengths to the team’s advantage by first learning what those are. Relating to the company Nathan’s ability to lead can be a great help to the company go to new heights. His ability to be a steady worker that always shows up will ensure that the company is never lacking an employee when needed. His inability to show empathy could hurt the company when the person is a customer.
James is to care for our patient’s needs and doing so the organization must consider the employee’s needs also. In order to keep good employee’s long term their needs must be evaluated; if there is an issue with an employee missing excessive time from work or any other behavior problem; The manager must talk with the employee to see what causes them to behave in such a manner and create a solution for the problem. The goal for talking to the employee is to prevent disciplinary actions. Managers should let the employee know that they are valued as an employee and how much they would like them to continue employment with the organization. It is important to keep verbal warnings in the employee file; a good suggestion would be to remind them of the (EAP) Employee Assistance Program or Human Resource this will allow the employee to be counseled in hopes of some solution.
A business uses this moral theory to guide and assess their choices about what should be done for the good of the company by considering the consequences generated by their decision. By applying this theory, business’ base their decisions on the platforms of many categories such as honesty, promise keeping, fairness, and loyalty (Trevino & Nelson, 2007). A recent experience of this theory occurred when the staff department was notified of layoffs two weeks before they were to begin. While working alongside employees that were part of the labor reduction, one would find it extremely difficult in releasing specific information involving the company’s plan to those employees. As a loyal employee of Jabil Circuit, the member of the staff team kept his promise by not releasing the
It was Mike’s plan to work in some of the various departments and learn more about the day to day operations before taking on senior management. In addition he admitted to not having skills in leading job execution, “it [business school] didn’t teach me how to get the job done or the execution of a decision” (Rowe & Guerrero, 2011). This lack of leadership would prove to be critical in managing his new employees, as he would need interpersonal techniques to gain the trust of other managers who wanted his job and felt his success was a bi-product of nepotism. His lack of leadership would also affect his ability to bring positive change to the culture of the organization as a whole. Though Mike was aware that the store was failing to meet financial goals, upon