Answer Questions Question 1: Do you think the employee swap between Google and P&G is a good idea for all companies? Why or why not? Why do so few companies do this? Answer: No, this depends on the culture of two companies. Especially, employee swap is not for 2 companies in the same industries Besides the advantages: • Employees can clarify career development by working in different environment • Employees are taken “out of their comfort zone” better fit into the entire and out the organization • Organizations benefit from the broader capabilities ↑ innovation • New environment quick response to change there are still disadvantages: • Business secrets are revealed • It is a waste of time + money if not effectively • Results are ambiguous • Employee loyalty can be lost Must consider the advantages against the disadvantages Question 2: One of the reason P&G and Google agreed to the swap was to transmit the best aspects of the other company’s culture to their own.
Entry level positions such as cashiers, custodial, and warehouse could be acquired externally as long as the candidates are qualified for the positions. However managerial positions should be developed within the company because the workers are more likely more familiar and comfortable with the company’s cultures and norms. Of course there are exceptions and variable but I think this would be the preferred guideline to be followed by all stores. Tanglewood would definitely benefit from hiring as a company. I don’t think the company needs the aide of outsourcing their hiring because that would require a third party to come in and hire workers for a company where they don’t know exactly what they want in a potential candidate, where as a hiring manager for a store knows what characteristics to look for that would best match the store’s culture.
Greenfield outsourcing is all about is the corporate change without hiring any external employees or service providers. In other words, the company like Nike in our case may hire independent contractors or startup companies to provide some services that the company did not do inhouse (Caroselli, 113). The following essay will speak about the NIKE company and its outsourcing business practices that although proved to be very profitable for Nike at some point of time would attract international attention with respect to the ethics involved in the corporate management, working conditions and compensation. According to corporate
* The recipient may not open or choose not to respond * Survey answers may be inattentive, just to get the promo or offers (b)Advantages of an online survey of Carmex Facebook likers:- * Cost effective * Sample population of actual Carmex product users * Respondent can just click on the flavor to register their preference * More accurate result. Disadvantages:- * The sample misses the nonusers of Carmex lip balm * Carmex lip balm users who are not Carmex Facebook Likers are not sampled 2(a) On a Facebook brand page, what are “engagement” and “likes” really measuring? (b) For Carmex, which is more important and why? a) On a Facebook brand page, “engagement” measures how active its Facebook audience is with a specific brand through activities like posting a comment, liking a status or by replying to one of the post on brand page. In contrast “likes” measures the number of likers or the size of the audience on Facebook.
These points are just a guideline to obtain quality from a business; however, many of these points contradict the practice of “Salesmen of the Month” awards shown in the article. Firstly, one reason Deming would not approve of “salesmen of the month” tactics would be that this idea disagrees with his point stating that businesses should “end the practice of awarding business”. This tactic awards those who obtain business, which could lead the other employees to feel as if they are inadequate to the top “salesmen of the month”. This also ties in with Deming’s other point stating that businesses should “remove barriers that rob people of pride”. In the article the top 3 salesmen of the month each are shown their own individual profiles, while the other employees are simply grouped together into one generic heading titled “The rest of sales staff”.
This new chip can decreased the sales revenue in a short term because it seems to be unnecessary for customers who already owned the computer with this effective chip. However, if the company not promote this chip, sales revenues will remain stable, unsurprisingly. Therefore, if we apply the utilitarianism to this case, it is certain that the happiness of customer is the highest priority. In other words, the manager should select the choice that will ensure the happiness of most customers (Chryssides and Kaler, 1993). For this reason, there is another involving factors that need to be considered: how happiness can be
Without the medium of the business being reflected, “the true nature of the business may not be reflected” (Stern, 2012). The company should not rely totally on this method because it “is just a snapshot of the company at the time and does not give a full disclosure of all of the issues involved (David, 2011). 2. The findings based on the BCG quadrant suggest that the company is making profits off of the appliances and no profit off the electronics. The cash cow section of the quadrant can be used for more than what it is intended for, that is, the profits from the appliances can also assist in the dog and question mark areas of the quadrant (David, 2011).
Evaluation helps to measure what parts of the planning were a success or failure (Gerhart, Hollenbeck, Noe, & Wright, 2014). Review/Analysis of the Case In Yahoo’s case, these steps should not be taken lightly. The company is severly understaffed due to losing employees to other companies. Filling these high tech positions will be hard for them considering they have a lower employee rating than other companies, such as Facebook and Google. This can lead to potential employees not giving Yahoo a second look.
Do companies feel ethically responsible to treat all their employees with integrity or are they more concerned with preventing government legislation in the area. I will therefore discuss each approach along with their advantages and disadvantages and address the issue of whether organizations have a genuine interest in providing the minority with rectitude. ‘‘For successful businesses, diversity is much more than a buzzword or the ‘right thing to do. In thriving companies throughout the world, diversity is an essential tool that creates a competitive edge in today’s marketplace.’’(2) The business case rests
1.2. Should Apple offer different training content from employees recruited through the black card strategy? How might their job satisfaction differ from employees who are recruited in more traditional way? By offering different training Apple will create “special people “with “special treatment for them, which I do not think is right way. Everybody should have the same training, and have to be trained together; it will create sense of the teamwork, and company culture.