However, his colleagues, such as Harold Singer from the engineering department were puzzled by the assembly room’s success. Even the President of ARC, Frank Halbert thought the assembly room was not a tough place to handle after all. In my opinion, although Langley still needed to improve his external focus and enhance controls, he was able to bond a group of “oddballs” together and turned them into productive and cost-saving workers and made the business profitable. It was his emphasis on human relations style and internal focus that lead him and the assembly room to success. In this analysis, I’ll use Quinn’s competing values model and eight managerial leadership roles as the framework to evaluate Ralph Langley’s strength and weakness, and his approach to organization effectiveness.
Burnham on the other hand is using the fair as an opportunity as a means of proving he could do something great after being rejected from Harvard (376). Burnham was a great man and a hard worker is contrast to Holmes who was evil and used murders and scams to get what he wanted. The juxtaposition between the two characters definitely improved the structure of the novel and helped it become better organized. They definitely worked well together because the two events did overlap and were connected. I however, would have preferred reading solely about Holmes and his murders because I just wasn’t all that interested in the Burnham plot.
Obama is truly talented in his ability to make people identify with him, because the audience feels as if he walked a mile in their shoes. Interestingly, Obama is rarely seen reading a speech. The president is known to read from tele-prompters however the audience is unable to tell. It appears to the audience that Obama creates every speech on the spot, however he is somehow able to convey every point with extreme clarity, and free from any pauses. It is clear that Obama is a naturally talented orator, and that he has honed his skills through practice at Harvard, and throughout his political career.
Elie Wiesel’s speech The Perils of Indifference, given at the White House on April 12 1999 was fantastic. The speech was given by Wiesel in such a way that the listener could feel what he felt. Wiesel’s speech was nothing short of a phenomenal take on the indifference that has developed in the world. Elie Wiesel’s had more than enough ethos in his speech. Wiesel easily establishes credibility due to the fact that he has experienced such an injustice in his lifetime that most of people will never be able to fathom.
The subject matter of his employees was very significant to him; they should always learn and think new things in order to benefit the company and have the freedom to make decision all through the organization. Unlike Mr. Liu, autocratic, who had U.S.-based, with a reputation for non-sense professional management style. Shih was a delegator who would give participation to his employees on decision making. For example, Liu hand brought more of a professional (based on American-individualistic culture) model to Acer since it was believed that the company was “frugal and hard-working, but with little organizations structure or procedure-based administration”. ------------------------------------------------- All these kept on only during the first decade because by the time that Leonardo Liu joined the company, everything changed.
“Business entities are distinct organizations in our society whose sole purpose is to increase profits for shareholders”(Kubasek et al., 2012, p. 192). Benji learned all about these types of companies when he attended Liberty University and now he is interviewing for a job with one of them. What Benji needs to realize is that as the narrative discussed not only will New Gen prey on the “fat and lazy” customers they also exploit their employees for economic gain. This aspect of New Gen is not alarming by itself, that’s why companies hire employees. This is symptomatic of a highly skilled corporate culture.
Arthur may not be the best at managing others, which could make presentations or working on teams difficult. Arthur would not be the best choice to manage other workers, but he is an asset to the company because he has a positive attitude and likes his job. Arthur is a valued employee, and this positive state of mind could be good for morale. “Breaking down organizational goals into smaller more detailed task geared specifically toward the strength of an employee is an example of Management by Objection or the goal setting theory” (Pearson Education, Inc, 2011). As manager, I have decided that Arthur will serve the company well working in a position that does not require him to be in charge of any projects.
L. Sierra said this statement, “The sad fact is that many business leaders don’t understand the value of communication” (L. Sierra, 2003). Personally, I find this fact to be shocking but I can also say that in my personal experience of dealing with people it is true. Sierra gave an equation to show non-communicators the value of communication. Sierra equation is: “Value = (Cost + Effort) Perception; That is, the value of communication is equal to the costs plus the efforts of what you're communicating to the power of perception.” (L. Sierra, 2003). Can we really measure the value communication?
In contrast, author "Spend, Spend, Spend. It's the American Way" (Shiller), Robert J. Shiller, in his perceptive by consumers shopping it helps out the economy. Author of "How Companies Learn Your Secrets" (Duhigg), Charles Duhigg wrote an article how a statistician can learn your secrets as a shopper. I think if consumers are getting more for there money I don't see anything wrong with huge cooperations advising consumers to shop when there is sale or coupons being mail to them. It helps the consumer save and also helps the economy in a positive way.
Yet there is clear evidence that agreeableness is something employers value. Several recent books argue in favor of the "power of nice" (Thaler & Koval, 2006) and "the kindness revolution" (Horrell, 2006). Other articles in the business press have argued that the sensitive, agreeable CEO-as manifested in CEOs such as GE's Jeffrey Immelt and Boeing's James McNerney-signals a shift in business culture (Brady, 2OO7l. In many circles, individuals desiring success in their careers are exhorted to be "complimentary," "kind," and "good" (for example, Schillinger,2OO7). Take the example of S0O-employee Lindblad Expeditions.