I (Pat) then called a meeting to announce that the plant you be moving to a 10 hour a day 4 day work week and that all overtime would now need to be preapproved by Paul. As a result the employees slow down work in order get opportunities for overtime. Paul, noticing this, stopped giving out overtime all together. This caused even more resentment toward management by employees. Paul then posted strict guidelines for what is expected from employees and what punishment they may receive for not adhering to his new rules.
1. What symptoms exist to suggest that something has gone wrong? There are many symptoms that exist in this case scenario that suggest what went wrong in this situation. The main three symptoms I was able to analyze as the main causes in this situation are a difference in opinion, a misinterpretation of body language and lastly jumping to conclusions. In this case scenario there is clearly a difference in opinion, while the boss of the company believes he is giving Beauport (his employee) greater opportunities in the company and a chance to succeed in her career by changing her position to marketing research coordinator; Beauport is convinced that she is being sidelined into a “backroom” job, since she is aware of the stereotyping that goes on with women in this industry.
Role-playing takes place between the manager, programmer, and salesperson that act out roles to explore a particular scenario. They each specialize in their field, but the problems are that they are not working together as a team. By acting scenarios, they are likely to respond to different approaches and miscommunications. Louise, the manager, should have not take sides after calling out Ricardo for Frank to continue his problem. Frank may be the leading salesperson who has to deal with the situation when it actually happens (customer dissatisfaction).
Week Two Learning Team Reflection During Week 1, we discussed the basic components of business research. We were shown how to recognize dilemmas and address issues related to corporate America, such as declining sales, increase in costs and any other issues that may have adverse impact on business. With that, business research becomes a problem solving tool in the decision making. However, ethics must first be weighed to ensure the social bottom line and productivity remains at its highest. Unethical behavior undermines positive gains.
A presentation should be held outlining the present state of the organization. The executives need to see the severe state they are in and how fast they will continue to decline if they do not take action soon. The present state presentation would present honest information informing the audience of where they realistically are. An outline of the amount of business the company has lost out on would be the concluding factor in the presentation letting the company know continuing in this direction will take them completely out of the competitive market. The management team needs to understand that “change is an ongoing and never-ending process of organizational life” (Van de Ven & Sun, 2011, p. 58).
Employee Motivation Theory Often times companies that struggle with the relationship between the employees and the goals of the organization; sometimes the moral of its employee is thread that sets the relationship apart. Managers have made several failed attempts to establish that relationship with the employee to knit them together with the goals of the organization. Therefore, the company level of accomplishments is diminished. A good manager has learned good people skills, and often times he/she is able to motivate their employees to increase their output. It is important to be able to penetrate any barriers that the employee may have as a defense mechanism.
Data Collection QNT/351 July 8, 2013 William Buck Data Collection BIMS has undertaken an integrative study to gain a better understanding of the root cause of the employee turnover problem at the company. In the first study the process was plagued by data coding, entry problems, and problems with the construction of the questionnaire. This compromised the data integrity and yielded disappointing results. However, the quantitative analysis of the data from the first study also provided some useful lessons, which prepared the organization to undertake a more concrete quantitative analysis in a subsequent study. Debbie Horner, the HR manager of BIMS conducted an employee survey as an instrument of
Case Study, Jack Carlisle, CIO Executive Summary IZL Corporation hired Jack Carlisle to restructure and reorganize the IZL IT department. The company was going through major turmoil in which the CEO Chuck Hansen was replaced by CEO Jim Giles and another SVP, Carl Strati. Jack Carlisle must assess the problems within the company and implement tactical and strategic changes. Carlisle must align the current business strategy with an aged information department that does not support business strategy. Other problems include the company having a lackadaisical business strategy, internal conflicts among upper management, an information technology department that has not been well run and is frequently criticized by peer executives, and a lack of integrated business objectives that do not align with information technology objectives, the inability to prioritize projects due to unclear business objectives.
By taking a more in depth look into these two articles, we can come to a conclusion that the work in America, has taken a toll on the population of workers in a totally different direction and can be seen as America giving us an idea of less hope in the workforce. But what possible solutions are there to further decrease the unfairness in the Saghafi 2 workforce in America? What can be done to better the situations of the employees who desperately need the help in today’s labor filled society? Greenhouse’s theory of the American worker, in hindsight, is that their labor and the hours that they are putting into their work is becoming less appreciated by companies, managers, and anyone else who has the upper hand in the business firms. He even names many incidents of people who share their
To: All employees From: Human Resource Assistant Subject: Instructions Document for Oral Presentation Date: 6/22/2014 Dear Employees: I am sending a document containing instructions on how to do an oral presentation effectively. Many department head have been complaining about employees not being very effective communicators when they do an oral presentation. Presentations are very essential in the business world because they can make or break a business deal so our employees must be at their absolute when performing an oral presentation in front business co-workers, upper management, and associates. The document will focus on how to prepare and organize the oral presentation, and how to perform the presentation. A great deal of work is done doing the preparation, and the performance is more about how to most effectively carry out the presentation.