I think you should hire me because I am a fast learner, pay close attention for details, and have a willingness to learn and help others. —Guest LINA Do Things Others Can't You should hire me because I can do things that others can't do. I have God's given talents and skills which can help me do good at work. —Guest Epil Ando Josol Obvious Reply You should hire me because now the correct time has come to use the knowledge and skills which I have been continuously acquiring from the time I started learning. I need the right platform and I think this company is one of the best.
Strategic Growth of Dow Chemical Sandy Beltran, Chris Chrisman, Nathan Hoskins, Jennifer Laplante FIN370 September 26, 2011 Steve Kraft Strategic Growth of Dow Chemical Dow Chemical needs to grow territorially and financially to expand their profitability as a corporation. The goal of any company in business is to make a profit. Team C must describe a strategic planning initiative and identify an initiative discussed in Dow Chemical’s Annual Report. The team must also explain how that initiative affects Dow Chemical’s financial planning. The team will determine how Dow’s initiative affects costs and sales.
A NEW MANDATE FOR HUMAN RESOURCES Human Resource is proving to be a vital part in any of today’s organizational structure. It is believed to be putting essential impact on companies that work with Human Resource. The department itself consists of professionals and expert analyzers who help the company achieve higher success and also are able to keep a hand in the growth. To say it simply, the human resource or the Human Resource management works as a hub of the organization serving as an association among all others concerned. The case ‘A New Mandate for Human Resources’ by Dave Ulrich has so much potential information that explains how the Human Resource were used to be managed earlier, how it is accepted now and in what ways it can be put into fine use to the growth of the company in all departments.
How can you get to the bottom of an issue if employees are upset of being accused of doing their job wrong? Manzoni should have been the one to conduct this meeting to stress the importance of doing the input correctly she is the chief executive officer (CEO). Employees basically rejected everything they were told because of Singh’s approach to the training and the way she talked to them, it is evident since the data entry worsened. Training should lead to improvement not a decline in the services. These are all potential sources of the problem.
2. Can you meet the needs of your customers in developing countries simply by customizing your existing offerings? When is clean-slate innovation needed? Please elaborate as appropriate from your readings and experience. No, only customizing innovation is not enough to be acceptable, because the needs and challenges are different in developed and developing worlds.
The primary building block of any organization is the individual. Any organization would greatly benefit from improving individual and team performance. As every employee is a unique and complex individual, it is important for an organization to recognize its primary building block. It is no wonder that a happy employee is a productive employee. Vince Lombardi once said “The quality of a person's life is in direct proportion to their commitment to excellence, regardless of their chosen field of endeavor.” It is my intention to suggest changes within the CompuCom company culture to improve individual performance and team dynamics.
Additionally the investors were not exactly sold on the ideas either. They were judging past performance and were not completely convinced that the plan would work. The ramifications of that mistake were that since they did not conquer step one very well, all of the other steps seemed to suffer too. Everyone involved felt some sort of uncertainty and did not have a clear direction; which would be step three. “If you can sell your employees on the company's future and the importance of their role in it there are numerous advantages people are more likely to generate their own ideas, to contribute with enthusiasm, to keep slogging when it becomes unpleasant, and also to experience a sense of camaraderie and togetherness” (Spiro 2010) Another significant error that was made was in the HP story in which the vision was never communicated, step four.
When she persuaded fellow employees to shut their machines off and participate in her protest, profit was lost since no product was being made. Profitability was being compromised, which is also a fundamental principle from the managerialist approach. Norma Rae was trying to be above the manager in the sense that her actions where influencing other workers to go against the company. From a managerialist approach, the manager is supposed to be above theP employees and is the only one that should have control and influence his/her workers. The managers were in fear of being unionized because they were afraid that a union would affect their everyday productions and interfere with their profit.
From a standpoint of a shopper I would evaluate the store as a confusing mess that seemed like a sale every time one shops. Sales are advertised but employees don't necessarily push the sales. The management goals reflect the employees' goals to let the products sell themselves. This hurts the company knowing that consumers can shop products on a "take it or leave it" attitude. Most people are aware of the lack of customer service Best Buy does not provide.
Openness to Experience - Low Larry is not open to new ideas and would only want things done his way as he is known as a control freak. What effect did his personality have on decision making at Oracle? Ellison’s neuroticism attitude could have had a negative impact on his staff but his unwillingness to settle for anything less than a win might have propelled his staff to work extra hard out of fear. His staff would be the type that listens to him and executes his ideas rather than contributing to creativity hence decision making would be stereotyped to Larry’s decisions on the business which is low openness to new