The legal issue in this case are that he was denied a job because he had a hearing impairment which is a disability and they didn't hire him. As a resource manager of a large company like this, I would be very ashamed to say that I work for them and would feel really bad that the company acted like this and
Koss Corporation Case Q1. From the Koss Corporation case, we can see that there are many aspects are not functioned properly in the accounting and internal control systems of Koss Corporation. First, the CEO’s supervision and regulation is weak, which means Michael has not fulfilled his responsibility of internal control. Sue initiate and authorize wire transfers of Koss Corp. funds to Sue’s personal creditors for over $16.3 million without requiring or obtaining Michael’s approval. And because Michael trusted Sue, Michael did not fully review the financials before approving them.
I was a little upset that Rahim Khan didn't tell Amir that he knew what happened to Hassan. He only said that "there is a way to be good again". I felt that the movie didn't properly portray Amir's guilt over this situation, especially since it was such an important aspect in his life - it shaped the man he became. Also, I felt Amir's time with Sohrab before heading back to America was too brief and too easy. In the novel, they really struggled with many things - the adoption process, Sohrab trusting Amir and most importantly, Sohrab's attempted suicide.
They id not respond appropriately to allegations of abuse. They had not responded to or considered complaints and views of people about the service. Investigations into the conduct of staff were not robust enough and had not safeguarded the residents. The report said that it was now clear that the problems at Winterbourne View were far worse than initially indicated by the whistle-blower and that the provider had effectively misled the Q.C.Q by not keeping them informed about incidents as required by
Carl demonstrated meager planning, implementation, and unwieldiness to follow-through with his assigned duties. It appears that Carl Robins is not qualified or trained properly to do his job successfully. This issue may have been averted by establishing a systematic leadership and mentoring plan by ABC, Inc. to train and advise their new employees. Several issues stand out immediately. New employees did not have the required forms completed and their transcripts were not on file.
The 6 people chosen for this particular team are not compatible, personality wise. There is an overwhelming sense of “backstabbing” between all the group members This is seen when Bret O’Brien asks to meet with Jack alone about some issues on the project because he “can’t afford the time to deal with Valerie’s [Merz] predictable drama.” The pressure that Merz is placing on the group to meet the deadline for the project and incorporate the modular design has created tension within the team as they see her as pushy and intrusive. There is a lack of communication and information sharing within the team, which has challenged the decision-making ability of the team. 3) How does the functional structure at MediSys impact the success of the team dynamics? c. The key point of a functional structure is having employees with a specialization in one of the key tasks or areas for the specified project.
This case describes problems with constructing cellular towers which would cause dysfunction of the company and inability to meet the turn-on deadline. Erik Peterson was not that effective in managing and leading his team which is shown by negative relations among team members and miscommunication was present between him and the rest of the team. There was no mutual trust and there was a lack of motivation among team members. One thing that slowed Erik down was his lack of experience in the cellular industry. Without the knowledge about how specific industry works, it is very hard to manage and lead the team to progress and be successful.
There was a lot of difference between Turner’s expectations (rather assumptions) from MLI and what actually happened after joining MLI, which was the result of Turner’s unconscious decision of taking job. Secondly, Turner didn’t get time to get familiar with new people, working conditions and responsibilities and also he didn’t get what was promised to him at the time of interview like complete autonomy, freedom to take decisions. And turner couldn’t cope up with this situation. Third and most important factor which has made Turner’s situation even worse is his relationship with higher management and peer group, particularly with Mr. Cardullo. Turner and Mr. Cardullo are two different personalities, as Turner wants to work as a team and according to Mr. Cardullo everybody should be capable to handle his department without any others help.
2) Lack of clear or established boundaries in authority, responsibility and accountability in the role of General Manager from executive management down to Erik. Erik is making decisions, such as salary for new employees and tackling potential zoning problems, that are then questioned (or ignored) by headquarters, calling into question Erik's authority and undermining the success of the operation. 2. What are the underlying causes of these problems? 1) It is apparent from the lack of receiving critical information that frontline construction workers / managers are either not aware of (or buy into) the aggressive timeframe for completing the towers.
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.