To became a morally ethical manager I would have to implement these types of ethical behaviors to make sure I serve as a positive role model to the rest of the employees I supervise (Schermerhorn, 2012). Although Kay will be moving forward, she will remain with the company and will surly be productive in a different division. As a whole the company will benefit still from Kay, eliminating any competitive values between company divisions. Schermerhorn points out that although competiveness is valued in various business settings, those who become to competitive may ignore ethical boundaries while forcing their efforts to come out on top (Schermerhorn, 2012). Ethical Dilemma 2 I believe Marty Jose’s intentions were right in the manner that she demonstrated her support.
Tanglewood’s goals are to have the right staffing for their company without disturbing their business culture. The suggestions that will be listed will help Tanglewood with their staffing strategy without having to change their culture. Their management and employee set up now are very efficient. However, there could be some changes in the order of the strategic staffing decisions. This case study will help them understand staffing decisions and what is best recommended for their company.
1. Acquire or Develop Talent To acquire externally or hire more employees is not feasible for Tanglewood at the moment. I recommend that Tanglewood develop talent that is already a part of the organization. Acquiring internally in an organization will allow the existing employees to grow within the company and further help meet company goals. By applying the KSAO (knowledge, skill, ability, and other characteristics) needed to perform the job effectively and more efficiently.
This would also give Dalman more time to focus on the company and things he needs to do to ensure the company can move on to the next level. Self-manages work teams are independent individuals that can who can self-regulate their behavior and work task without being told to do so. Dalman and Lei need to determine short term goals that will lead to long term achievements. This will help them when attempting to incorporate a self-managed team into their company. First this should start with the managers and then it could blossom and eventually lead to both the managers and supervisors to become more self-managed.
The manager needs to be able to communicate to the staff why the change needs to take place in the organization. “In order for the change to be successful the explanation should be detailed enough that staff members feel encouraged making a personal investment” (Ezine). The management team needs to be aware of an area of weakness that can occur, that being a manager seeing the big picture and the goals that you may be trying obtain and will benefit the organization certainly does not mean that others can see your vision as well. A manager needs to get their staff members to see the same big picture and have a clear understanding of how this change will benefit not only the organization but them as well. If people are included in the change and it benefits them personally than they respond positively and with enthusiasm.
It will also help with the competitors because if Tesco are good at survival then they will be able to beat them and do well. This will also help the business in the future, so if there's any problems they can face them and be able to know they will do well. Profit- Tesco need this so that there will be no problems in the future regarding the payments to staff or utilities or any other things that Tesco pay off. It will also helps them so that they don't go bankrupt because if they keep hitting the profit point then they will be making more and more profit and then this will mean they can open more branches or provide the staff the best information they can. The structure is helping Tesco because they are still standing and the business is running well also they will be able to make enough money to help in the future.
By building this culture and rapport with employees builds a support system and increases performance and productivity. This also creates a sense of loyalty from employees and allows change to come without a lot of fight from inside different departments. This allows the company to stay competitive and fresh based on the openness of the management with employees. Failure to share ideas and knowledge within the team will cause the company or organization to suffer because of lack of support within the working groups of the business. Communication is a key factor to the success of any organization as well as training to reinforce the coming change.
This allows the employer to modify and potentially grow a better business, and with want, a larger one, on a regulated path. After review, it is recognized that not too much negative attention is brought to OSHA, pertaining to small businesses. These businesses are given the opportunity to reconstruct and develop; otherwise could be stated for corporations. OSHA feels that by bringing damaging inspections to the public eye that it will incentivize other companies to succumb to submission. It has been reported that OSHA does not take the proper steps to rectify and/or modify the violations that are released; ultimately, this ‘affects OSHA’s credibility, with employers.’
The four major functions in managing health care accurately are planning, organizing, leading, and controlling. Managing health care is important especially for employees and your place of business. These factors ensure quality service without any rest stops or burdens being an issue. Within the health care field, employees usually have trouble with communicating with the higher authority due to issues and lack of time. Planning is important to ensure that goals are being set and that the future looks brighter than what it already is.
Some of the impacts include employee concerns, the current environment, development of new cultural concepts, a new hierarchy, and new delegation among employees. However, there are a couple of ways to decrease the impact on two organizational cultures as the merger begins: 1) discuss the assumptions of beliefs and values from each health care team; and (2 discuss the organizational core components that will provide a clear vision to the possibilities of a new organization culture. Moreover, middle mangers must ensure that the combined staff will work together to provide quality care without taking on a competitive stance. Working together is easier in a positive work environment; and the manager realizes that resistance is part of the change process and employee resistance actions are a reflection into the process. Therefore, the manager should remain flexible through out the change process.