Carver is lacking in interpersonal effectiveness. He needs to address his ability to communicate and build interpersonal relationships. He needs to build a rapport with his employees to be successful. A successful leader “can help people contain and recover from their emotional stressors on the job” (Newman, Guy & Mastracci, 2007, p. 13). Carver was actually the stressor in many situations.
28 (chapter 1) 2. In what kinds of ways did these managers respond to these challenges- for example, in their approaches to planning, leading, organizing, and controlling? The managers used the controlling approach because they had to evaluate the problem so that they can maintain to keep their company going so that they survive even if they had to make some employees unhappy and make tough decisions in the process, but like CEO Donohoe says “ it’s not a popularity contest we have to do what is best for our company” – pg. 35 Reference sited: Gareth R. Jones “Contemporary Management” – managers and managing: controlling, pg. 12 (Chapter1) 3.
Though this organization was successful, they were not successful enough to be in the stuck state they were in. The growth of the Levon Corporation should have been the primary focus of everyone in the company especially the management team. Even though bringing the project management consultant in to outline to the management team the importance of project management functionality was stubbornly agreed upon it proved to be the first and most important step in the company’s change process. The employees will feel their opinions are suggestions are valued as a result of the management team taking the time to hear out the consultant. The apprehension of the management team is understood because that is the culture; however, once the functionality is implemented and the management team sees the growth and positive change, the company will be more adapt to change.
The learning curve will present challenges in that, employees will maintain the need to refer to the old system to proceed with business as usual. Possible struggles presented by the learning-curve are expected from several employees. Some will adjust more than others, but the main challenge is in the adaptation or orientation phase. Technologically, since the system is equipped with back up software, it should eventually eliminate the need for hard copy records and files. This will save time in the long run, which should encourage most employees despite their initial frustration with the management system change.
He must show that the work conditions were so bad that he had no other choice but to quit his job. This will be hard to prove because the only real change to the job was the days that the factory will be open. Killgore v. Thompson and Brock Management, Inc., 93 F.3d 752, 754 (11th Cir. 1996) stated that you must give the employer sufficient time to help resolve the situation. The employee must show that he informed management about his issue and given then time to try to resolve it.
Motivational Program Proposal PSY 201 June 25, 2013 Facilitator: Jennifer Amond Motivational Program Proposal As an owner of a manufacturing company I noted that the attitude of my employees were not as I expected after taking a climate survey. I noted that the moral of my employee were at an all-time low; I resolved that something had to be done if I wanted productivity level to increase in my department. My people needed a moral boost, and I had to do something fast; the life my company is depending on it. Therefore, I developed a motivation plan to restore the moral of my employees. My motivational proposal plan will be based on intrinsic motivation.
Being the new manager Jorge needs to find different ways to get the employees to trust him. When he gains their trust this will help to implement the new change. A lot of the eight have a place in any kind of change resistance, you just have to assess the situation and see which one you’re dealing with. “Communicating the logic of a change can reduce employee resistance on two levels. First, it fights the effects of misinformation and poor communication: if employees receive the full facts and clear up misunderstandings, resistance should subside.
Synopsis: Strategic Issues and Problems Due to the cyclical business of steel industry, Weymouth Steel Corporation’s business is going to decrease, and it’s hard for the company to compete with other corporations. It needs to set up a new production system and satisfy environmental protection standards. Due to the cost-cutting effort, the company has closed some factories and cut unnecessary expenses. It plans to lay-off some employees. In addition, the company needs to increase salaries and improve benefits for some of the remaining employees.
Role-playing takes place between the manager, programmer, and salesperson that act out roles to explore a particular scenario. They each specialize in their field, but the problems are that they are not working together as a team. By acting scenarios, they are likely to respond to different approaches and miscommunications. Louise, the manager, should have not take sides after calling out Ricardo for Frank to continue his problem. Frank may be the leading salesperson who has to deal with the situation when it actually happens (customer dissatisfaction).
• If you allow your own preferences to dominate your work with people, you fail to perform to the standards set by the UK regulating bodies, they require workers to respect and promote people’s individual views and wishes. • To make the right response when there is a clash between your views and those of the people you are working for, you have to identify and understand your own views and values. • Lots of people are better suited to working for themselves which isn’t always about an inability to follow orders; it can be for many reasons exclusive per company/boss. • Own Values: you may be working shifts you don’t like, and not be able to do anything about it, events like these will lead to disagreements with how your boss sees’s things and how work is