And in the transform process, there are many other challenges including: • How to get rid of the pervious guanxi networks over the employees and choose the best employees to remain at the hotel and then train them into professional to meet the HI’s world-class standard. • How to stop non-productive behaviors among employees without losing some former employees with guaranteed income-generating contacts, which are important in China for the hotel to generate profits. • How to keep talented and potential young employees instead of older employees with no education and simple backgrounds to be trained well in the process of layoff. • How to maintain the friendly and supportive atmosphere, which is essential and valuable for Chinese workers in the workplace when apply the standard international management style in RDH. • How to keep and build good relationships with third parties like Travel Agencies to attract visitors and local Chinese business clientele • How to decrease the possible conflicts between the western management and the local Chinese co-owners and workers.
MBA 540 Chapter 16 Case Study Why Teams Fail The common reason a team or corporate failures is because the leadership failed to convey its vision and purpose all the way down to the lowest level employees. It is crucial for the entire team to be in-tuned and understand why they are working for a common goal. As a result, the lowest level employees can see the big picture and be proud of each accomplishment. A positive working environment is when everyone understands and knows each other's responsibility. Another reason for team failure is free-riders.
Though hiring competent people for the job is essential but retention is still more important than hiring. There is no dearth of opportunities for talented and high performing employees and rather many organizations will be in race with each other looking for and poaching such employees. High rate of employee attrition is a warning signal for the management that something is wrong with the organization. In the present day of fierce global competitive environment it becomes very important for organizations to retain their high performing employees. The management should try to retain such employees because employee turnover involves huge costs.
Proposal to Improve Customer Service Laura Etheridge ENGL. 3360 May 21, 2012 Benjamin McFry Abstract Every business depends on customers to stay competitive. These customers are in our stores or on our websites to make purchases. Without these customers many, if not all companies would cease to exist. Therefore, we must reassess our customer service program and adjust to the ever increasing needs of our customers.
I don’t think there is a need for 3rd party mediators or coaches. I believe they need a full time business manager who will alleviate the company’s growth, and as a result, the owners will change their perception of what Pay Zone has the potential to become in the long run. 2. Question: If they were to do this, what would be the most important type of new hire to get? I believe that they need to get a business manager first that can help the business grow by coming up with new ways to restructure the company.
The company change how to managed the business by conservative engineers in a low risk environment to an entrepreneurial, innovative corporate culture where people were creating new products, opening new markets, and reinventing a new whole business model, but the story of this big and innovative company turn for the worst Enron filed bankruptcy in December 2001. Enron leadership Despite of the size of any company they will not stand without efficient management and sincere leaders. “Leadership occurs only when people are influenced to do what is ethical and beneficial for the organization and themselves” (Yukl, 2006, p. 5). Enron leaders, such as Kenneth Lay, and Jeffrey Skilling managed the company among cults and charismatic leadership that they use to influence employees. Cults is defined as “A group or movement exhibiting great or excessive devotion to some person, an idea or a thing, and employing unethical manipulative or coercive techniques of persuasion and control… designed to advance the goals of the group’s leaders, to the actual or possible detriment of members, their families or the community” (AFF, 1986, p.119 -
This sort the management to find a solution to fix their high turnover rate. A consultant (although not an expert in the industry) was brought in to help fix this problem. The consultant aided the management in figuring out what they were actually looking for and the execution. The management found that older employees spoke so highly of the training and opportunities given to them by their resort that word got around creating a platform of newer ambitious people began to apply for positions with Green Mountain. This allowed the management to embrace not only the high employee turnover rates, but also the companies new title of being a building block, in return for high employee work and service rates.
CoolBurst does not think of innovation as a part of normal day to day business procedures. The team puts a high value on the traditional culture and because of the word traditional they tend to dismiss the innovative. They have missed some opportunity to be creative by being extremely rigid in the environment that they have created in the workplace. CoolBurst has to use creativity to motivate their team and expand beyond their normal comfort zone in order to grow. A substantial amount of CoolBurst management and employees have worked at the company for a long time and continue to tradition of the close minded work environment.
Web. 14 Nov. 2013. Con: CSR is a trade barrier for non-complying companies Pro: customer relationships improve Because the community sees what the company does and respects them more for it Pro: motivates employees Employees are treated with respect and have fair working conditions. Cons: Expenses Company may say that the reason they don’t want to get involved is that it costs too much Con: shareholder expectations the shareholders might see it negatively because the company can no longer dedicate all their
They all need to have a more different attitude towards their workforce while trying to complete their goals and challenges toward fulfilling the company’s vision and purposes. The advantage out here is that the employees are already committed and loyal to the company therefore, if we study the company well enough, we can say that the company has amazing long standing rules and procedures, the people are punctual, they have a very calm workplace, and they are focused on making high-quality products price as reasonably as possible. But what the actual problem is, is that the company were losing employees because of their tight management control, and they prioritize systems and rules over the employee’s creativity. Therefore, what the company could do is, allow the workers to work in a more relaxed environment so that they can be as creative as possible. They could also recruit creative talent to help bring in new ideas to the team and strengthen the product development team.