One manager was overheard saying, “I can’t believe this. I have better things to do with time than to referee a bunch of adults that act like 2 year-olds. It’s always this he-said/she-said crap, or I refused to work with this person because of blah, blah, blah. What is all the fuss about anyway?” It is all about conflict, which is a normal and natural part of our workplace and personal lives. Conflict arises from a clash of perceptions, goals, or values in an arena where people care about the outcome.
The committee composition is not in line with Shell's corporate culture. The employees of Shell are beginning to show signs of dissatisfaction, distrust, anger and disbelief. This situation has to be carefully handled and managed by Voser to prevent it from worsening. It can easily become much worse if not handled properly and promptly. Voser's commitment to D&I has now been questioned.
Describe the impact of "group think" and "slackers" to the overall performance of the team. The impact the “group think” or “slackers” displays to the overall performance of the team is unrealistic and impractical due to two or more lacking agreement. Forms of Impact: Limiting the discussion to a few alternatives Never revisiting to check for pitfalls; once it’s cleared by the majority Not rechecking for suitability Having no expert to give his/her opinion on the topic of discussion Attention being paid only to selective information Preventing members from keeping contingency plans ready; due to being overly confident Give examples from history or your own work experience.
Barbie Lost the War Christopher Shannon Post University 1. Why were Mattel’s managers so slow to change their decision making about the design of the Barbie doll over time? What kinds of cognitive errors may have contributed to this? Mattel’s CEO Bob Eckert and his top leadership was the reason for the company not changing Barbie with the current times of our youth. The leadership at Mattel was either arrogant because of the success of Barbie or the were not paying attention to current times; “Changing cultural views about the role of girls, women, sex, marriage, and women working in the last decades shifted the tastes of doll buyers.” (Jones, 2013) Just as the case study mentioned I too think that they were stuck in the mindset of “if its not broke don’t fix it.” This crippled the sales of the doll and when they saw the out come it was too late to fix the problem.
There is an emphasis on factual and numerical reporting on which we make decisions about how our company will be run. This is a seriously flawed method of management in that there is a complete lack of thought to the psychological impact of their decisions and management of the organization. The lack of empathy is palatable in the room during these meetings. My failure to elicit empathy for others and myself in the group creates a huge challenge for me. In order to more effectively contribute to the organization, I would like to spend some time researching techniques to connect on an emotional level with the team.
If you don't have any values or respect then the people at the work place won't respect you at all causing you or any person to feel uncomfortable and work won't get done because there is no confidence. My values, beliefs system and experiences could have an impact on the work I am doing with residents if I do not Have an awareness of my own values etc. This may be because we find it difficult to accept other people values and beliefs, we might feel that are the right ones and paths they have chosen are the ways to successful rehabilitation. 5. Explain how people may react and respond to receiving constructive feedback (2.2.1) Constructive feedback is feedback that is helpful.
The IT team had the business team so confused during the meeting that they eventually just tuned out and IT never actually got to talking about how the new technology could be used for marketing and why it was a good idea. The next issue is the lack of integration between IT and business. Not only do they have problems communicating the points they are trying to get across in language that can be easily understood, but the business end feels as though IT does not know how to meet their goals. A good example of this is on page 76 where it is discussed that “IT people don’t even know some of our basic business functions” and “We don’t feel IT is contributing to creating new business value for Hefty.” Lastly it seems as though there is bad time management and planning on the IT end. I cannot be too harsh on this considering that many projects do not go as planned, on schedule or on budget but this did raise a red flag in the mini case.
The waiting list has now been exhausted and there are no immediate plans to address the shortfall, other than Bob’s consideration of a membership drive; the prestige of being a member seems to be a thing of the past. There seems to be distinct lack of human resource presence at Sundale which is evident in the hiring of Chuck Johnson, as he is a friend of Ted Ellis, the Athletic Director (Brown, 2011, p.253). Furthermore the manner in which Pat Franklin was fired reinforces the need for HR presence and highlights a void (Brown, 2011, p.254). Lastly, there is a lack of firm leadership as Bob Watts, the director, is soon to be retiring and is unwilling to rock the boat. Moreover, Pat Franklin allows Alice to miss eight hours of work to pursue her modeling duties (Brown, 2011.
I agree with Cerri’s interpretation that the job of management is taken too lightly when considering candidates and their training and preparation, but his broad classification of mechanical engineers is unjust. Throughout the article, Cerri insinuates that all mechanical engineers are not qualified to work in teams and communicate with others. Cerri states, that for mechanical engineers, accepting a management position is “about doing all those things you were not trained for and, in fact, it’s about doing all those things you really didn’t want to do.” The mechanical engineering field has made huge changes and steps forward in communication and teamwork skills. Within the majority of colleges, the mechanical engineering degree is one that contains multiple courses based around the skills of teamwork and communication. One choosing the profession of mechanical engineering should not automatically classify someone as an introvert.
Case Study: Zing PC 1. What are the Major Problems facing ZingPC? * Losing the market share Zing PC is losing its market share because of Push strategy failing to comply specific customer needs. * Dysfunctional Logistics Dysfunctional Logistics occurs because there is no 3PL (third party Logistics Contractor) for inventory / supply and order deliveries to the customer, hence overloading company resources / expertise. * Lack of inventory Management Lack of inventory management and standardized parts not being used in manufacturing, due to unrelated inventory procurement of Zing PC.