...9-391-155 REV: AUGUST 13, 2001 JOSEPH L. BADARACCO, JR. Ann Hopkins (A) The general method of maintaining an informal executive organization is so to operate and to select and promote executives that a general condition of compatibility of personnel is maintained. Perhaps often and certainly occasionally men cannot be promoted or selected, or even must be relieved, because they cannot function, because they “do not fit,” where there is no question of formal competence. — Chester I. Barnard, The Functions of the Executive, 1938, 1964 Many of the best companies really do view themselves as an extended family. — Thomas J. Peters and Robert H. Waterman, In Search of Excellence, 1982 Ann Hopkins was nominated for partnership at Price Waterhouse in August 1982. A senior manager in the firm’s Office of Government Services (OGS) in Washington, D.C., Hopkins specialized in large-scale, computer-based systems designed for government agencies. Her 1982 partnership class included 87 other candidates; Hopkins was the only woman in the group. Price Waterhouse offered partnerships to 47 of them, rejected 21, and placed 20, including Hopkins, on hold. Soon afterward, Hopkins met with the firm’s chairman to discuss the decision and the admissions committee’s recommendations. It had suggested that she be given more work with partners and undertake a quality control review in order to demonstrate her skills and allay concerns about her. In 1983, however, one of her original supporters at...
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...1. Would you have promoted Ann Hopkins to partner? What decision do the “facts” support? Being a partner transcends professional excellence and competence. It is a highly respected individual with high moral integrity, especially important in a firm such as Price Waterhouse. Besides directly steering business strategies, partners represent the values of their firm. They operate autonomously and provide leadership inside and outside the firm. In this respect, Price Waterhouse “consistently placed high premium on a candidate’s ability to deal with subordinates and peers on an interpersonal basis and to promote cordial relations within a firm which is necessarily dependent on team-effort”. Although instrumental in high profile and profitable contracts, was well regarded for her competence, and often recognized by both clients and partners in her office as an outstanding professional, there were many instances where it was evident that Hopkins was not yet ready to take the leap. Notorious for being abrasive and overly aggressive with colleagues, despite good intentions no doubt, several partners had counseled her to improve her relations with staff members. Although later evaluations indicate slight improvements in interpersonal skills, Hopkins' shortcomings in this critical area remain a concern. There were also doubts about her management methods and integrity, as evidenced by the billing discrepancies incident. Given the expectation of a partner and her qualities...
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...What substantive differences exist between the performance of male and female leaders? What perceived differences exist between the performance of male and female leaders? What do the answers to these questions mean for females that aspire to leadership positions? Substantive Differences A fair amount of research has explored sex differences in business leadership. Although mostly survey research, a number of themes appear consistently, suggesting that there are some substantive differences between men and women with regard to leadership performance. For example, with regard to global leadership, research by Javidan et al. (2016) suggest that women demonstrate stronger leadership self-efficacy (the importance of which is iterated by Locke & Latham, 2002; Hannah et al., 2008; Lester et al., 2011; Luthans & Peterson, 2002; Paglis & Green, 2002) profiles in regard to passion for diversity, intercultural diversity and diplomacy, while men tend to show strong leadership self-efficacies regarding global business savvy, cosmopolitan outlook and interpersonal impact. Women tend to behave more ethically than do men, and also tend to be more personable (Anonymous, 2013; Stedham et al., 2007). An article by Gannon (2012) discusses research showing that women leaders are judged as more supportive and rewarding, whereas men are judged to be better at such behaviors as delegating and managing up. Other research is described in the Gannon (2012) article,* suggesting that women leaders...
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...that we as the employer have a preference for hiring women over men in is not protected under the few exceptions that Tile VII makes for employers. The “bona fide occupational qualification” or BFOQ, for example, is one of the exceptions that do not apply to our situation. The BFOQ allows for sexual discrimination when the “essential” part of the particular job requires the applicant to be of a certain sex (1). The BFOQ will not protect us simply because of our preference, we need to ensure that we give equal consideration to all applicants in our hiring process regarding all positions, and are careful that all firing is done strictly based on performance. An example of this issue coming into play would be the case of Grushevski's v. Hooters of America. In this case, a class action law suit was brought upon Hooters restaurant...
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...The Civil Rights Act of 1991 – How Does its Changes Affect the Workplace MMT 107-Human Resource Management APA Formatted Research Paper By: Anthony Barrera Submitted to: Mae Hicks Jones, Instructor 11/30/2012 Abstract The purpose of this research paper is to show what changes came from the passing of the Civil Rights Act of 1991. Topics that will be mentioned are topics that have to do with unlawful practices in the workplace, for example, discrimination against employee’s physical appearance, orientation, or disability, but also one’s own emotional and personal beliefs. This paper will mention three topics that the Civil Rights Act of 1991 will prohibit in the workplace which are discrimination, inequality, and harassment. Each topic contains sub topics that will explain more in detail each of the three main points. Research of these topics is helped by internet sources, as well as, textbooks. Authors like Chuck Williams, Nickels G. Williams, James McHugh, Susan M. McHugh, Robert L. Mathis, John H. Jackson and sources from www.eeoc.gov and the Encyclopedia of Business. The sources indicate what laws where placed by the United States government and what changes is brought to the workplace and employees. Also, authors indicate what rights employees have with the new laws placed and how they can be protected. Conclusion will recap how employees are protected by the amendment and rights they are provided by the government for a pleasant work environment, free from harassment...
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...CONTEMPORARY AUDITING REAL ISSUES & CASES MICHAEL C. KNAPP SEVENTH EDITION MAKE IT YOURS! SELECT JUST THE CASES YOU NEED Through Cengage Learning’s Make It Yours, you can — simply, quickly, and affordably — create a quality auditing text that is tailored to your course. • Pick your coverage and only pay for the cases you use. • Add cases from a prior edition of Knapp’s Contemporary Auditing. • Add your course materials and assignments. • Pick your own unique cover design. We recognize that not every program covers the same cases and topics in your auditing course. Chris Knapp wrote his case book for people to use either as a core e book or as a supplement to an existing book. If you would like to use a custom auditing case book or supplement the South-Western accounting book you are currently using, simply check the cases you want to include, indicate if there are other course materials you would like to add, and click submit. A Cengage Learning representative will contact you to review and confirm your order. G E T S T A R T E D Visit www.custom.cengage.com/makeityours/knapp7e to make your selections and provide details on anything else you would like to include. Prefer to use pen and paper? No problem. Fill out questions 1-4 and fax this form to 1.800.270.3310. A Custom Solutions editor will contact you within 2-3 business days to discuss the options you have selected. 1. Which of the following cases would you like to include? Section...
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...IRAC Facts: Wynona Harris started working in October 2004 as a bus driver trainee for the City of Santa Monica (City). In the course of her 40-day training period, Harris had a “preventable” accident causing minor damages on the bus’s back door glass. As soon as she completed her training and became an at-will employee, her probationary driver status started. She then encountered her second preventable accident. On top of her accidents, Harris had her “miss-out” incidents, where she neglected to call her supervisor at least an hour notice, informing about her absent of her shift. Per City’s regulation, drivers allowed to have at least one or two miss-out annually. However, this may imply a “reliability problem” with the driver. In March 2005, Harris’s supervisor had given her a performance rating of “further development needed.” The following month, she consumed her second “miss-out” which impelled a management review of her employment file. Bob Ayer, a transit service manager reviewed and provided his recommendation to the assistant director. He had determined that due to Harris’s two “miss-out”, she did not met the city’s standards for continued employment. A month after Harris mentioned to her supervisor that she was pregnant. Her supervisor requested a doctor’s note absolving her continues work. Harris had given the doctor’s note four days after which allowing her to work with some partial restriction. On that same morning, her supervisor had received an employment...
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...This poem was written by A.E. Houseman to portray death at a young age in a positive aspect. This poem was written around the period that World War I was happening, which made his poems relate to war, death, and in this case, being an athlete. However, I didn’t know if it would be about an athlete dying or if it would be a similar theme but in a different perspective. It turns out the poem was about an athlete who died young and this poet wanted to write about the funeral and the positives about dying young. The poem starts off talking about the athlete in this poem and how they just won the race for the town. The town was so happy for him that they carried him though the town and to his house. The next stanza of this poem is about the road that all runners run which can relate to where the runners like to run or how a road is also a path of travel in life and in death. We travel this road which can lead us anywhere but we all must live and all must die. The...
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...ARGUMENT AND CITATIONS OF AUTHORITY I THIS COURT SHOULD AFFIRM THE DISTRICT COURT’S ORDER AND JUDGEMENT BECAUSE THE APPELLANT FAILED TO SHOW THAT THERE WAS A GENIUINE DISPUTE AS TO ANY MATERIAL FACT THEREFORE FARM TOWN MORTGAGE IS ENTITLED TO JUDGEMENT AS A MATTER OF LAW. TITLE VII OF THE CIVIL RIGHTS ACT OF 1964 DOES NOT INCLUDE TRANSSEXUALS AS A PROTECTED CLASS FROM DISCRIMNATION IN THE WORK PLACE THUS, THE APPELLANT’S APPEAL FOR SEX DISCRIMINATION SHOULD BE DISMISSED. The district court’s holding in Lopez v. Farmtown Mortgage Services (FMS) that Title VII of the 1964 Civil Rights Act does not protect transgendered or transsexuals was correct and should be affirmed on appeal. The district court’s grant of summary judgment to FMS demonstrated the plaintiff Veronica Lopez’s (VL) lack of sufficient evidence to prove that there was a genuine dispute as to any material fact for a Title VII discrimination claim. (R. 1.) This Court of Appeals reviews a district court’s grant of motion for summary judgment pursuant to federal rule 56(c) de novo. (R. 1.) According to Title VII of the Civil Rights Act of 1964(Title VII), it shall be an unlawful employment practice for an employer to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual's race, color...
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...Letter to the Editor Page 1 of 3 The health care gap between China and America Xiaoming Gong Department of Obstetrics & Gynecology, Peking Union Medical College, Beijing 100730, China Correspondence to: Xiaoming Gong. Department of Obstetrics & Gynecology, Peking Union Medical College, Beijing 100730, China. Email: 4407237@qq.com. Submitted Oct 15, 2013. Accepted for publication Jan 20, 2014. doi: 10.3978/j.issn.2305-5839.2014.04.04 View this article at: http://www.atmjournal.org/article/view/3720/4635 Having been working for more than ten years in the Department of Obstetrics and Gynecology in Peking Union Medical College Hospital (PUMCH), I have gotten accustomed to the busy clinical work, been used to the crowded clinic: isn’t this medical work? In 2012, I visited the Cleveland Clinic in the United States. I was astonished to see that the Cleveland Clinic was like a hotel! The health care gap between China and the US is the most treasure thing I’ve learnt during the year I stayed in the US besides medical professionals: there are still too much to learn from American medical service. It’s truly enjoyable for American patients visit clinic. They may fully communicate with the friendly and skilled experts. The root of the gap Does it have anything to do with the population? Not exactly. Data from the World Bank in 2010 showed that there were 1.5 practicing doctors among every 1,000 Chinese, and this number was 2.4 among 1,000 Americans. The difference...
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...I. Introduction Although the federal government enacted laws to eliminate gender discrimination in the workplace, it remains an issue on several levels. Specifically, women find themselves the victims of discrimination simply because of their gender. Although there are anti-discrimination laws in place, many employers still find ways around them. Currently, the courts simply award monetary compensation to those women who sue current or former employers. However, businesses found guilty of committing the crime of gender discrimination must endure stricter operating sanctions. The author was witness to the unethical and illegal treatment of a former elderly female employee whose work ethic was exemplary. The former employee (Shelly) received constant positive feedback from clients, students, and peers. She was employee of the year for three consecutive years because of her innate ability to settle disputes amicably. Shortly after her promotion to Assistant Director, the department hired a new instructor who was also an alumnus. He made it very clear that he disagreed with Shelly’s methods and relationship with the students and clinical coordinators. Overtime he demonstrated his ability to build a rapport with the coordinators and other program official; he was very ambitious. His relationship with Shelly bordered aggression and antagonism, but she remained professional and focused. However, when the coordinators began complaining about her performance to the Director...
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...Women and Minorities Obtaining Executive Positions Doreatha Stokes AIU Online Instructor: Dr. Sharon Felton Unit 3 Individual Project/Argument Draft Abstract This thesis first draft will detail an argumentative pattern of development to include the thesis claim, supporting reasons and evidence regarding the idea that women and minorities have the ability to obtain an executive position if they strive to succeed. This paper will demonstrate the use of formal tone and style, while avoiding any personal pronouns of why women should not allow negative influences to deter them from reaching their highest levels of perfection. This paper will display cited and researched information regarding the need for women and minorities to continue to hone in on their strong points, and the need to continue to pursue their strengths while helping to make a change in the way society views them in the work force. Recognizing the very thought that some organizations do not support or guarantee that there would not be some form of bias or bigotry, this paper will display alternatives to insure more effective way to control this very issue. Statistics will provide conformation that no one should allow negative influence to stop them from reaching their goals as an executives. Thesis It is commonly known that in today’s society women are viewed as homemakers, and caregivers. When encouraging women to stay in the workplace it can seem as family unfriendly, says Lynn Utter, (2006) chief...
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...Championing Character Through Children's Literature List updated 12/17/09 | | |A Bad Case of Stripes - David Shannon (respect for differences) | | | |A Castle on Viola Street - DyAnne DiSalvo (citizenship, volunteerism) | | | |A Taste of Colored Water by Matt Faulkner (justice, equality, respect for differences) | | | |Agate by Joy Morgan Dey (celebrating differences, respect for self) | | | |Alley Oops - by Janice Levy (anti-bullying, respect, "wrestling" with good choices) | | | |America Is Her Name - Luis J. Rodriguez (compassion, empathy, confidence...
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...infection control and hospital epidemiology march 2014, vol. 35, no. 3 original article Ventilator-Associated Pneumonia: Overdiagnosis and Treatment Are Common in Medical and Surgical Intensive Care Units Veronique Nussenblatt, MD, MHS;1 Edina Avdic, PharmD, MBA;2 Sean Berenholtz, MD, MHS;3,4 Elizabeth Daugherty, MD, MPH;5 Eric Hadhazy, MS;1 Pamela A. Lipsett, MD, MHPE;3,4 Lisa L. Maragakis, MD, MPH;1 Trish M. Perl, MD, MSc;1 Kathleen Speck, MPH;3 Sandra M. Swoboda, RN, MS;3 Wendy Ziai, MD;3,6 Sara E. Cosgrove, MD, MS1 objective. Diagnosing ventilator-associated pneumonia (VAP) is difficult, and misdiagnosis can lead to unnecessary and prolonged antibiotic treatment. We sought to quantify and characterize unjustified antimicrobial use for VAP and identify risk factors for continuation of antibiotics in patients without VAP after 3 days. methods. Patients suspected of having VAP were identified in 6 adult intensive care units (ICUs) over 1 year. A multidisciplinary adjudication committee determined whether the ICU team’s VAP diagnosis and therapy were justified, using clinical, microbiologic, and radiographic data at diagnosis and on day 3. Outcomes included the proportion of VAP events misdiagnosed as and treated for VAP on days 1 and 3 and risk factors for the continuation of antibiotics in patients without VAP after day 3. results. Two hundred thirty-one events were identified as possible VAP by the ICUs. On day 1, 135 (58.4%) of them were determined to not have VAP...
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...According to Walker and Avant (1995), concept analysis allows nursing to examine the attributes or characteristics of the concept. * Concept Analysis of the Surgical Wound Infection ? I will like to identify patients conditions and other factors contribute to the development of Surgical Wound infections. * Determine the aims or purposes of analysis The purpose is to understand the effect of environment in surgical wound infections. Prevention of infection requires the application of the principles of microbiology and accept practice. Measure of this concept is based on the stages of wound healing and the Centers of Disease Control and Prevention guidelines defining surgical site infection as occurring 30 days postoperative. * Identify all uses of the concept The Merriam-Webster Dictionary was used to explore the general definition of surgical wound infection Surgical of or relating to the process of performing a medical operation: of or relating to surgery. Wound an injury that is caused when a knife, bullet, etc., cuts or breaks the skin. Infection is the act or process of infecting someone or something: the state of being infected. The Oxford English Dictionary (OED) was also used to explore the definition. Surgical relating or used in surgery. Wound is an injury to living tissue caused by a cut, blow, or other impact, typically one in which the skin is cut or broken. Infection is the process of infecting or the state of being infected History of...
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