Kent’s situation does consist of several ethical dilemmas as his accomplishments since joining Dura- Stick have been mediocre at best and he fears that his time at Dura-Stick might be limited unless he starts closing big accounts such as the project proposed from Spray-On. Bruce is also faced with the knowledge that there is a certain level of expectations placed upon him and his organisation as Spray-On has certain criteria’s that must be met for the ‘new project’. However, Kent accepted the project even thought Dura-Stick would be unable to meet the criteria that Spray-On desires. This ethical dilemma has arisen because Kent is conflicted by his morals and his sense
Theory X and Theory Y In response to the two sides of the debate around employee motivation and the best ways to boost productivity, Douglas McGregor argued that managers would tend to pursue the approach which was most in line with their view of their employees. He claimed that managers who viewed their employees as lazy would be more likely to follow an approach based on control, whilst managers who believed the workers could be motivated and wanted to develop themselves would be more likely to attempt to create positive working environments and opportunities for advancement. McGregor referred to these theories as theory X and theory Y. It is important to note that, in contrast to popular opinion, McGregor did not state the theory Y was preferable to theory X, rather he held that both views had merit, and managers should not have too narrow a view of motivation. As such, he believed that scientific management approaches could benefit from focusing on the need to motivate workers, whilst motivational approaches could also benefit from greater managerial control.
My study will help develop my managerial skills as well as offer alternative training ideas for newly developing managers within my organization. Supervisor-subordinate communication is an important predictor in employee work performance. It is imperative for a supervisor to communicate when attempting to improve employee work performance, trust and morale. Without a solid communication strategy, the supervisor-subordinate relationship will disintegrate and employee performance and productivity will be compromised. According to Miles “Positive relationship communication focuses on supervisors seeking suggestions from subordinates, being interested in them as people, relating with them in a casual manner, and allowing them to contribute input on important decisions.” (Miles, Patrick & King, 1996, p. ) In order to apply this philosophy in real life, I determined how employees in my organization perceive supervisor communication.
I believe in people, but I also believe in structure and clearly outlined expectations. While I do believe that any successful organization is built on the people who work within it, a leader needs to be able to provide boundaries and task-oriented structure. For example, one of the questions that determined my P – or people – score was “I would turn the members loose on the job and let them go for it” (Daft, 2011). Though I do believe in empowering employees to be able to act independently, “turning members loose” seems to be a bit reckless. A leader who does that is not empowering their employees with the structure and tools necessary to be successful.
The degree of harm that could have happened to the company was not justified because when a search was made in an Internet search and the blog was not easily accessible in the public domain and this does not give the employer the just cause for termination of the employee. In case two, the manufacturer was encoding its ink cartridges so that they could not be sold in other regions. This demonstrates that the manufacturer did not apply the principles of utilitarianism in making the decision of coding their ink cartridges. We believe that this decision was unethical because this limits the customer on where they could shop for their ink cartridges and coerces the customer to spend more because of the region that they live in. This case is of high moral intensity because of this restriction.
Fester’s individual style and value of independent thinking challenged the cultural norm. Had Knowlton mitigated the situation by sharing the expected conduct and shared the team charter, a base level of communication would have been established. The overarching artifact that intellect is the primary value leads Fester to be treated with distributed justice by Knowlton. During the process of group work, Knowlton overlooks including the primary principle of the team: utilitarianism.
Train managers to set an example to their employees that they can do better. Not just settle for being good. They can help mold and shape the company to stand apart in the
1. I think it was a failure, because Michael did not get prepared to meet his client and was kind of rushing into the deal. He gave Norio a lot of pressure to sign the contract and had difficulty reading the needs of his prospective client. That’s why he did not reach his objectives of this meeting. 2.
Therefore, any organization should be taken care if hiring the consultants. Introducing the Balanced Scorecard for compensation only. Obviously, linking strategy to compensation is a powerful lever to gain the attention and commitment of individuals to strategy. Some companies, however, forget that they must translate the strategy into terms each of their employees can understand and use in their everyday activities a key component of implementation
It “creates a magnetic pull towards an organization’s purpose, and is as much about a leader’s presence as it is about their intervention” (Rowland & Higgs, 2008, p.143). Oliviera can achieve the benefits from this method by doing several practices. First, he should connect with employees at an emotional level, push & put first the future purpose of the organization & bring evidence that show that the other competitions are passing them in sales. Also, explain how the world change & this will create understanding why things should change (Rowland & Higgs, 2008). Second, Oliviera should recognize that the leader should pay attention to the organization is not to control it, or is not change people’s behavior, its pick up themes from local levels to create the story for the whole organization that can inspire the organization to move to a new place.