Nordstrom does not offer extensive training programs to its customers. Employees are paid on a commission basis, they are surrounded by a very competitive environment and it is ingrained in them that customer satisfaction is key. Employees needing to train new employees may not emphasize to the new employee why the need for customer satisfaction is so important. Also, because of the competitive environment, it may cause the employee to not train the new employee appropriately because of threat to their sales, which could in turn cause a misconception of their family environment. There is no training program for them that state any reasons why the culture of the company relies on customer satisfaction.
In Shelburne’s report, and your observation at the brand review meeting, Simon shows a pattern of lack of empathy for his subordinates and intolerance for imperfection. Also, he does not understand his position’s boundaries and felt entitled to yell at the staff in production floor, which was out of his scope. In the brand review meeting, with scoffs, scorns, and contemptuous taunts, Simon has created a punitive atmosphere for his staff; he did not question the mistake might have resulted from lack of training or communication among his staff, which is his responsibility to investigate and resolve the issue. Simon’s management style is close to Theory X. He doesn’t think that his staff is offering and contributing to their job as much as he does.
There seemed to be hardly any interaction or social networking between the members of the team other than for executing work related projects. Increase in work related stress, constant travel and improper work life balance have affected the performance of team members. Further, there is no proper performance assessment reporting system or mentoring culture in place for assisting in the development and professional growth of associates. Besides, the ceiling on the number of new partners is perceived as road block in career progression of the vice presidents. Bob Anderson had not been able to find time off his busy schedule to interact with his other team members and find solutions to the problems in the firm which had been affecting employee morale.
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,
In order to more effectively contribute to the organization, I would like to spend some time researching techniques to connect on an emotional level with the team. The fact that they retain such a lack of empathy in their business life is confusing to me as they are largely family men. Having not observed their familial relationships myself, I can only surmise that they interact without empathy in their personal
Describe how Alan’s opening comments in the video (his view of his job) 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. Because of Alan’s tone of voice, his opening comment in the performance review shows that he is not really interested in the interview. I also think that the manner in which Alan started the review has destroyed his employees’ moral, and demotivated them because of his negative approach at the commencement of the review.
tell us how we should be working. We can use them to think about the way we work and measure ourselves against them. 4. Describe how own values, belief systems and experiences may affect working practice (1.1.4) Value is how much you respect yourself as an individual. If you don't have any values or respect then the people at the work place won't respect you at all causing you or any person to feel uncomfortable and work won't get done because there is no confidence.
The waiting list has now been exhausted and there are no immediate plans to address the shortfall, other than Bob’s consideration of a membership drive; the prestige of being a member seems to be a thing of the past. There seems to be distinct lack of human resource presence at Sundale which is evident in the hiring of Chuck Johnson, as he is a friend of Ted Ellis, the Athletic Director (Brown, 2011, p.253). Furthermore the manner in which Pat Franklin was fired reinforces the need for HR presence and highlights a void (Brown, 2011, p.254). Lastly, there is a lack of firm leadership as Bob Watts, the director, is soon to be retiring and is unwilling to rock the boat. Moreover, Pat Franklin allows Alice to miss eight hours of work to pursue her modeling duties (Brown, 2011.
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. They also appear to lack a clear method to communicate issues beyond the weekly status meetings. While some of the strongest positive feedback received for Erik has been the organization of these meetings, there appears to be a disconnect in how they are perceived: Construction attendees apparently believe this is where all status, including emergencies, are communicated; Erik and Curt appear to expect it as a routine checkpoint with no surprises. 2) Erik's manager, Jeff Hardy, has not done well at clarifying the General Manager's role, or in helping Erik establishing boundaries for the position. No one has put the brakes on Erik's actions, implying agreement.
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.