The employees may feel a certain way about the layoff of the co-workers and also it may effect how they work. Also another thing is the loss of valuable and knowledgeable employees may affect others too. The new hire people will have no one to ask if they do not understand or know how to perform a task asked of them. This can cause serious problems for productivity and for the patients at the clinic. The last disadvantage I think will be a problem to the Dodge Clinic is employees seeking employment elsewhere because they do not feel there job is secure.
This will cause a lack of consistency in teaching from the management side and discipline of the employee in balancing both clients and management. Every district manager might not have the same goals for each salesman. District managers may have different expectations on how the salesman should perform during a sales call. This could be why each manager had different records of Marsh’s performance written down in the reports. When Marsh started working with Ted Franklin, it made a negative impact on his attitude towards his career.
Why is the lawyer so concerned about the change in his behavior? The lawyer does not even want to fire Bartleby even wants to keep him on the staff. I researched this information further to find out, why was the lawyer keeping him on staff if he was not doing his job? The lawyer felt that if Bartleby was employed by someone else he would become mistreated. The fellow workers were upset by his refusal,
It cause overstate inventory and understate the cost. Therefore, this has become the key factor of inherent risk. (2) The first risk is Company does not set internal oversight Institutions. In this case, shareholders did not set the relevant oversight institutes, but they firmly believe CEO (Hebding) decision, which led to the failure of internal control environment, in this case, Hebding can create different fictional accounts, aimed at the data meet the requirements of shareholders, but his aim is to deceive shareholders, and to reap more benefits. For example, Hebding instructed his employee to make false account such as understate expense, overstate equipment and inventory and so on.
Contrary to what Simard assumed would happen, production began to diminish due to absenteeism. As a consequence, supervisors began issuing letters of reprimand which led to employees seeking help from their union and filing grievances. Simard attempted to rectify the problems by increasing the supervisor to employee ratio. Simard hoped this would help the supervisors keep track of the employees as well as keep up with their own duties. It became harder for the supervisors to keep track of their employees, therefore, making it difficult for the payroll department to deduct pay for the time the employees were late.
A change agent has to put their personal feelings aside and look for what best for their employees and the company as a whole. Change is not about the change agent it is about the company and the employees and how will it affect them. Unfortunately it appears as though it is rather common for managers to simply go into change blind and have little conception of what they my be up against. Management often runs into a fire without the necessary tools to generate a successful outcome. It may be a combination of arrogance and ignorance that enables them to simply drive the company blindly.
He also failed to communicate effectively his plans to his boss and his co workers. The reinforcement theory comes from E.L. Thorndike. According to Blanchard and Thacker (2007), Thorndike stated that behavior which results in pleasant experiences tends to be repeated while behavior that results in unpleasant experiences does not. (p.69) In this case, Rick’s behavior resulted in an unpleasant experience (loosing his job). We can draw the conclusion that Rick will not repeat the same mistake of not communicating
How do you think the management team or employees feel? I don’t think the client feels confident about how they managed the upcoming changes within the organization. Management kept the changes hush-hush until recently. This left the employees feeling uncertain and unsecure about their positions within the organization. I think the employee are upset by all the recent changes.
6. Why is it important to solve a customer’s complaint to the customer’s satisfaction? If a customer’s complaint isn’t resolved it can lead to a bad reputation for the company as well as a decrease in sales. When a customer is unhappy with a product or service they will often tell people about their bad experience. This will lead to people not wanting to use your products/services.
This is extremely important as it relates to competitive advantage and non public information. Another example is inappropriate or offensive behavior. Management does not want the names of those offended being released for fear of backlash, and or other employees attempting to torture or harass those individuals. From an employee perspective, it is often difficult to grasp being dismissed from a job without a reason being provided. Most of the time employees are left wondering what happened.