I do not consider him being the master mind of all the dishonest moves but he hired the people to do it for him. He was aware of everything that went on in almost every deal. Jeff Skilling the then Chief Operating Officer (COO) particularly contributed to the whole mess with a very creative idea. Looking for a way to profit at all cost, he came up with the idea of Mark to Market accounting. While the accounting was marked to market, it wasn’t being handle the traditional fashion way with trading prices dictating its value.
Employees are an asset to the company and are encouraged to make suggestions which have lead to a few major operational changes within the company. Tanglewood does not prefer temporary workers because they feel that they do not know the store and because there is a high turnover ratio and higher costs associated with them. By having everyone start at the bottom and work their way up through the company it allows for everyone to learn the same way and know the cultural are that are important to Tanglewood. Tanglewood places a high emphasis on employee participation as well as team work. Each department head is in charge of formulating their own work methods in their respective departments.
2. Describe how Alan’s opening thoughts on his job, narrated in the video, affect his approach to the performance reviews. Does Alan’s view of his job foster a negative or positive work atmosphere with his employees? Explain. Alan’s lack of confidence in his ability to conduct performance interview has prevented him from practicing mindful listening.
interoffice memorandum to: CEO from: Human Resources subject: Constructive Discharge Claim date: 7/15/2011 A. In this case constructive discharge as a legal concept is relevant to the former employee’s claim because the work conditions were intolerable. Constructive discharge is generally when working conditions are so intolerable as to amount to a firing, despite a lack of a formal termination notice (Contructive Discharge Law & Legal Defintion, 2011). The allegations from the former employee that this company’s work conditions are unpleasant, the management’s demands are outrageous, and there are signs of favoritism and discrimination are all substantial. B.
Contingency Theory has various styles of leadership and no two workers are motivated the same way (Lewis, Packard, & Lewis, 2007, p. 278). Based on the interaction on how the supervisor and the employee’s role intertwined with each other it was clear to see that the supervisor assumed and expected certain expectations in the workplace and assumed that along with that the client’s needs would also be met. As we seen the situation play out we also noticed the lack of motivation to practice the token system with the clients coming from the employees’ point of view. The challenge there was that competency and practice of the method were not being held to the same standard as the supervisors’ vision. If the supervisor has a strong sense of that method and knowledge of it, the employees were not reflexing the same in this example.
Clear performance expectations are a critical factor in teamwork success. Whether the goal is to develop a project team, departmental team, or a sense of teamwork company-wide, clear performance expectations support teamwork success (Bogardus, 2009). Use clear performance expectations to help your employees develop accountable, productive, meaningful, participatory teamwork. A lack of clear performance expectations is cited as a key contributing factor to employee happiness or unhappiness at work. In a poll about what makes a bad boss bad, the majority of respondents said that their manager did not provide clear direction (Bogardus, 2009).
In my opinion, nothing is more dangerous to a business than a bad public image caused by being unethical. Once a company’s reputation has been destroyed, it is hard to rebuild it up. They will always be known for what bad things they have done, no matter how successful they become afterwards. It is sort of like no matter how good of a person you are or the good stuff you do, once you make a mistake, people will always remember that one mistake you made. We as humans tend to be more loyal and truthful to our family and friends compared to when it comes to our jobs and businesses.
The work force of today has no problem with questioning authority and challenging the old way of doing things. If a leader can control the situation and guide and direct the feelings and focus of the work force, then this could be a good thing. We have learned that challenging the process is what actually makes for continual process improvement. Many fought against that in the past, GenXers embrace it as a daily thing that is necessary for growth in the company and the market. The mindset of the GenXers were shaped by a shocked and unstable world economy, world violence, politics, and less than reputable businessmen and women who continued to control the direction of those appointed below them.
336). It is up to the leader of a virtual team to choose the correct communication medium or combination of communication mediums to quickly and effectively resolve issues that are causing low morale amongst the team members. The team has been successful but James Dion is sowing disharmony by complaining about work related issues and issues that are not related to work. The manager should send James an email and let him know that he is doing an amazing job on team projects. He must find out what is going on and ask him why he is complaining about work related issues and issues not related to work.
The report objective is to gather information so as to look for different options that could solve the problem and finally conclude on a solution. The competition among senior associates of the same project team is producing negative results such as duplication of activities and an obvious misalignment between the senior associate’s objectives and the company’s global objectives. Although Dr. Spoke’s knows already that Mr. Steiger is a brilliant Ph.D. and that Kurt Kalchek is loyal, reliable and extremely hard worker, he needs to know why these two associates can’t get along and collaborate in an appropriate teamwork. He also wants to know what management decision he and team’s head Mr. Mike Mayo should take so as to solve this particular problem and to avoid similar problems in the future.