...Erik Peterson, General Manager to Green Mountain Cellular Telephone Company (GMCT) has faced general problems had to revise the turn on date from February to April 1 to begin service during his newly appointed with Chip Knight, the newly appointed director of pre-operating systems for the cellular communication services, Inc. GMCT’s parent company, however, in order for Erik to successfully meet his deadline, he will first have to address the problems with GMCT. One problem Erik Peterson is faced was a lack of a written formal action plan to reach the goal of April 1 turn-on date to start business and begin servicing customers. There are several underlying causes for this issue. Erik joined GMCT 1 ½ years into existence. He joined and immediately began dealing with several existing issues including personnel and construction delays. He essentially immediately began “putting out fires.” Neglected to allocate the time to set formal objectives and milestones with his employees. Therefore, there was no formal action plan in place. Another issue was that the organizational structure presented several issues for Erik Peterson. The organizational chart placed Jeff Hardy as Erik’s boss whose background is in budget and finance, Jeff did not support Erik’s plea for guidance in regards to issues with Curt Andrews, the Chief Engineer. He brought up the topic on multiple occasions but did not get any support. He also lacked clear guidance receiving only one suggestion in marketing strategy...
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... o Erik was supposed to be under Jenkins. He was assigned under Jeff Hardy. The relationship between Hardy and Erik was not in good terms. No experience in this field and no guidance to Erik. o A formal reporting structure is an important factor in making the communication flow smoothly and enabling productive relationship. From the beginning, the reporting structure was not formal. Peterson was assigned to report to Hardy, who had no experience in the industry and had different incentive than Peterson’s. Hardy, hence, could not make effective decisions and provide guidance to Peterson and became the barrier between Jenkins and Peterson. o Group VP Peripheral Vascular position was vacant. This created a void in the communication between Erik and upper management. Hardy seemed to be disengaged or no experience in the field o Product Manager position being vacant added enormous pressure on Erik. o Interpersonal and organizational relationship with colleagues. Peterson had relationship issues with Scott Green and Cantor who managed the Key Opinion Leaders. Establishing relations is a critical component • Team Conflicts o Team Issues: Conflicts between Andrews and Jones o Lack of respect between team members o James Wallet and Burns o No guidance to the team members from Erik o Peterson was not trying to adjust and build relationships with employees, specifically with Andrews o Peterson was unable...
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...Erik Peterson case Analysis Introduction: Erik Peterson, The general manager of GMCT Telephone Company is facing considerable amount of issues relating to launch of pre operating system. Peterson has to report, Chip Knight the director of pre operating system in two weeks. Peterson is looking forward to talk with knight about his plan for dealing with problems which he is facing. About Erik Peterson: Erik Peterson was native of Minnesota. He was 31 year old, he attended business school. He did BS in electrical engineering from MIT and master’s degree from Dartmouth’s Thayer School of engineering. He had worked as designer engineer at avionics equipment. Moreover he had been an Officer in the US Army Signal Corps. He interviewed companies in industry as part of his second year job search, and interviewed by Ric Jenkins, its president and founder. He had no previous worked experience in cellular industry. Cellucomm Organization was a challenge for Peterson he felt very fortunate to have opportunity to work directly under Jenkins. Background: Erik Peterson was hired as general manager at Green mountain Cellular, (GMCT) one of Cellucomm ‘s subsidiaries. It is a “pre operating “system and still in construction phase. GMCT will serve 400,000 people and operate 21 cell sites, 16 sites were anticipated to be ready by turn on date and five other in eight month following GMCT is one month behind the target because of numerous problem, the revised turn on date is April 1st and...
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...Erik Peterson Leadership Case Analysis October 21, 2010 Heather Adams Bob Ciccolella Kevin Lamparter Borey Pek Fact Pattern Erik Petersen, an MBA graduate from Dartmouth College, was hired seven months earlier as the General Manager of Green Mountain Cellular Telephone (GMCT) in Hanover, New Hampshire. Peterson had a B.S. in electrical engineering from MIT and was an officer in the U.S. Army Signal Corps. His interest in the cellular field had grown for the last several years. When hired by Jenkins, the founder of the CelluComm, Peterson thought he would be working directly with Jenkins. However, he would instead be reporting to Hardy, the Director of Budgets and Plans. Like Peterson, Hardy had no experience in the start-up project or the cellular field. Considered to be profitable, GMCT was one of three pre-operating systems being built by CelluComm and expected to serve about 400,000 people. GMCT was in the construction phase for one and half years before Peterson started and was still in the start-up stage. GMCT was to operate 21 cell sites; 16 sites were anticipated to be ready by the turn-on date and five others in the eight months following. By March, GMCT was one month behind target and its turn-on-date had been revised from February 1st to April 1st. When he arrived to Hanover, Peterson convinced the corporate office to terminate the contract with the construction subcontractor due to poor performance. He then hired a...
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...The case we read this week, “The Team That Wasn’t,” presented a multitude of issues that Eric Holt’s team faced when working together on strategic repositioning of Fire Art Inc. These issues, while specific to the case, are often faced by leaders in organizations. As a team, we believe there are certain aspects of Eric’s actions that directly affected the progress of the team. In addition, we recommend a series of steps that Eric should take to improve their progress. To give a little background information, Fire Art Inc. is in trouble and the CEO, Jack Derry, has hired Eric Holt with the solitary task of “strategic repositioning”. Eric Holt goes full speed ahead with this directive and forms a team. This, as the reader can identify, is where the first issue arises. To begin with, as the team began working, there was no clear goal(s) set for them. Instead of clearly defining the actions that the team must take to reach success, a vague task of “strategic repositioning” is identified as the plan. Furthermore, no timeline for intermediate deliverables seems to have been set. Setting a clear schedule of what the team must accomplish would have helped with timely decision making. The first problem we identified is the lack of clear group identity, definition and accountability. A team that doesn’t live by a sense of collective accountability in actively solving problems is only a group of individuals, not a team. One can draw an analogy to a football team or an ox-drawn plow when...
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...Analysis of Business Issues, Writing In the Disciplines (WID) BADM 2003W (95440): BADM_2003W.SEC.12 Tuesday Combined Class: SEMESTER: Spring 2014 LOCATION & TIME: Duques 353, Tuesday 11:10 AM-12:25 PM PROFESSOR: Dr. Bret Crane Department of Management Office: Funger Suite 315N Email: bretdcrane@gwu.edu Office Hours: Tuesdays 1:00-2 PM or by appointment TEACHING ASSISTANTS: |Erin Vander Wall | | |Leigha McReynolds | | |Mark De Cicco | | |Tess Strumwasser | | |Daniel Berkhout | | |Sam Yates | | |Vicki Brown | | | ...
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...Analysis of Business Issues, Writing In the Disciplines (WID) BADM 2003W (93752): BADM_2003W.SEC.11 Monday Combined Class: SEMESTER: Spring 2014 LOCATION & TIME: Funger 209, Monday 2:20 PM-3:35 PM PROFESSOR: Dr. Bret Crane Department of Management Office: Funger Suite 315N Email: bretdcrane@gwu.edu Office Hours: Tuesdays 1:00-2 PM or by appointment TEACHING ASSISTANTS & WRITING LABS: | | | |Section # |Begin |End |Day |TA |Email | |30 |08:00 AM |09:15 AM |Wed |Mark De Cicco |mdecicco@gwmail.gwu.edu | |31 |09:25 AM |10:40 AM |Wed |Mark De Cicco |mdecicco@gwmail.gwu.edu | |32 |10:50 AM |12:05 PM |Wed |Tess Strumwasser |tstrumwa@gwu.edu | |33 |12:15 PM |01:30 PM |Wed |Tess Strumwasser |tstrumwa@gwu.edu | |34 |01:40 PM |02:55 PM |Wed |Daniel Berkhout |berkhout@gwmail.gwu.edu | |35 |03:05 PM |04:20 PM |Wed |Daniel Berkhout |berkhout@gwmail.gwu.edu | |36 |04:30...
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...LEADERSHIP IN ORGANIZATIONS(Draft Syllabus) B01.1302.25 Spring 2010 Professor R. Kabaliswaran Office: KMC 7-56 E-mail: rkabalis@stern.nyu.edu Office Hours: 11:30 AM– 1:00 PM on class days and by appointment Class Hrs: Wed 1:30-4:20 PM on Jan 27; Feb 3, 10, 17, 24; Mar 3, 10, 24, 31; Apr 7, 14, 21, 28. Due Dates Team Case Write-up: 2/24. Final Team Project : 4/28. Indiv Take Home Final: 5/2. ____________________________________________________________ _________________ Course Overview Welcome aboard! What do leaders do? What happens inside organizations? And how do these relate to each other? In a nutshell, that’s the stuff this course is made of. Business organizations of all types face chronic management problems that pose significant challenges to them. These problems include the difficulty of designing organizations capable of coping with highly dynamic business environments, the challenge of developing strategies and structures for hypercompetitive conditions, the greater complexity of managing global enterprises, the difficult task of shaping a corporate culture, managing politics and conflict between individuals and organizational units, motivating employees who are more mobile than ever, designing attractive incentive systems, managing and harnessing intellectual capital, and so on. Such challenges and how the top leadership can deal with them are the subject of this course. The course has two major components. The first is “macro” in nature. It focuses on organizational...
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...In this essay I will discuss some aspects of accounting theories and their developments. I will also argue entity and proprietary theory and how they have contributed to the development of existing accounting practices. I will also highlight the strengths and weakness of the two theories and the impact it has on current accounting practices. Accounting theories can be said to be a process of reasoning problems by means of distinguishing the basic relationship, which in turn simplifies the issues to a generalized form that is easy to understand. Accounting theories are a coherent set of hypothetical, conceptual and pragmatic principles forming the general framework of reference for a field of inquiry (Hendriksen). Theories are words or other symbols made in a statement and do not have a physical form and can also be said to be a set of logical reasoning in the form of a set of broad principles that has two important functions. Fist they provide a general framework of reference by which accounting practice can be evaluated and secondly guide the development of new practices and procedures (Hendriksen). These two definitions of accounting theory underpin the use of theory as a guide to accounting practices. While looking at the Entity and Proprietary theory, it is important to note that the main difference between the two theories is that under the proprietary theory transaction are recorded, assets are valued and account statements are prepared in the view point of the...
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...Riordan Manufacturing is a global plastics manufacturer employing 550 people with projected annual earnings of $46 million. The company is wholly owned by Riordan Industries, a Fortune 1000 enterprise with revenues in excess of $1 billion. Riordan strives to be a solution provider to their customers and not be a part of their customers’ problems. Riordan also strives to build long-lasting relationships with their employees, stating “By assuring that our employees are well informed and properly supported, we will provide a climate focused on the long term viability of our company”. With this in mind, Riordan has decided to upgrade their current HRIS which will better meet their company needs. Riordan had their current HRIS system installed in 1992. The system is currently in need of updating. The HRIS is part of the financial systems package. The system retains the following employee information: • Personal information (name, address, marital status, birth date, etc.) • Employee pay rate • Tax exemptions • Hire date • Seniority date (sometimes different than the hire date) • Organizational information (department for budget purposes, manager’s name, etc.) • Vacation hours Information Gathering Techniques and Design Methods The team will propose that Riordan’s IT managers use two techniques to gather the data that will determine the type of system they will use. The IT manager should first use a questionnaire or interview technique (Modell, 2007). This will...
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...Moneyball: The Art of Winning an Unfair Game Michael Lewis For Billy Fitzgerald I can still hear him shouting at me Lately in a wreck of a Californian ship, one of the passengers fastened a belt about him with two hundred pounds of gold in it, with which he was found afterwards at the bottom. Now, as he was sinking-had he the gold? or the gold him? —John Ruskin, Unto This Last Preface I wrote this book because I fell in love with a story. The story concerned a small group of undervalued professional baseball players and executives, many of whom had been rejected as unfit for the big leagues, who had turned themselves into one of the most successful franchises in Major League Baseball. But the idea for the book came well before I had good reason to write it—before I had a story to fall in love with. It began, really, with an innocent question: how did one of the poorest teams in baseball, the Oakland Athletics, win so many games? For more than a decade the people who run professional baseball have argued that the game was ceasing to be an athletic competition and becoming a financial one. The gap between rich and poor in baseball was far greater than in any other professional sport, and widening rapidly. At the opening of the 2002 season, the richest team, the New York Yankees, had a payroll of $126 million while the two poorest teams, the Oakland A's and the Tampa Bay Devil Rays, had payrolls of less than a third of that, about $40 million. A decade before, the highest payroll...
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...microstructure, price discovery, interdealer, inventory, market order, limit order] September 2006 Corresponding author: Carol Osler, cosler@brandeis.edu or Brandeis International Business School, Brandeis University, Mailstop 32, Waltham, MA 02454, USA. Tel. (781) 736-4826. Fax (781) 736-2269. We are deeply grateful to the bankers who provided the data and to William Clyde, Pete Eggleston, Keith Henthorn, Valerie Krauss, Peter Nielsen, Peter Tordo, and other bankers who discussed dealing with us. We thank, without implicating, Alain Chaboud, Yin-Wong Cheung, Joel Hasbrouck, Thomas Gehrig, Michael Goldstein, Rich Lyons, Albert Menkveld, Anthony Neuberger, Paolo Pasquariello, Uday Rajan, Stefan Reitz, Dagfinn Rime, Erik Theissen, and Dan Weaver for insightful comments. Price Discovery in Currency Markets This paper investigates the price discovery process in the foreign exchange market. Understanding exactly how information becomes embedded in exchange rates is central to current efforts to understand exchange-rate dynamics...
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...EDUCATION QUALITY AND ECONOMIC GROWTH Education Quality and Economic Growth Education Quality and Economic Growth Eric A. Hanushek Ludger Wößmann THE WORLD BANK Washington, DC © 2007 The International Bank for Reconstruction and Development / The World Bank 1818 H Street NW Washington DC 20433 Telephone: 202-473-1000 Internet: www.worldbank.org E-mail: feedback@worldbank.org All rights reserved 1 2 3 4 5 10 09 08 07 This volume is a product of the staff of the International Bank for Reconstruction and Development / The World Bank. The findings, interpretations, and conclusions expressed in this volume do not necessarily reflect the views of the Executive Directors of The World Bank or the governments they represent. The World Bank does not guarantee the accuracy of the data included in this work. The boundaries, colors, denominations, and other information shown on any map in this work do not imply any judgement on the part of The World Bank concerning the legal status of any territory or the endorsement or acceptance of such boundaries. Rights and Permissions The material in this publication is copyrighted. Copying and/or transmitting portions or all of this work without permission may be a violation of applicable law. The International Bank for Reconstruction and Development / The World Bank encourages dissemination of its work and will normally grant permission to reproduce portions of the work promptly. For permission to photocopy...
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...Foreign Direct Assessment: Analyzing the Mobility of FDI Models in Emerging Markets Kyle Himmelwright & Damian Zaccaria, Villanova Business School In this article, the authors will explore foreign direct investment in emerging markets. Applying a two prong investment model, they’ll assess three emerging Southeast Asian marketplaces; Indonesia, Thailand, and Malaysia. Additionally, they’ll explore the impact a variety of explicit and implicit factors have on the outcome. The research will indicate which of the three markets has the most potential for investment. Keywords: Foreign Direct Investment (FDI), emerging markets, investment, economic factors, growth, defense Foreign direct investment (FDI) plays a prominent and growing role in the global marketplace. FDI is defined as an investment made by a company or entity based in another country. The investment provides the firm with an opportunity to access new markets and marketing channels, cheaper production facilities, access to new technology, products, skills and financing (Goingglobal.com 2015). Accurately assessing marketplace factors is essential when evaluating whether to invest in a foreign market, especially when it comes to making decisions requiring foresight and conviction. “The world is changing very fast. Big will not beat small anymore. It will be the fast beating the slow.” Rupert Murdoch’s quote concisely illustrates the current state of the global marketplace; it simply isn't as big as...
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...UNIVERSAL PICTURES and EMMETT / FURLA FILMS Present A MARC PLATT Production In Association with OASIS VENTURES ENTERTAINMENT LTD / ENVISION ENTERTAINMENT / HERRICK ENTERTAINMENT / BOOM! STUDIOS A BALTASAR KORMÁKUR Film PAULA PATTON BILL PAXTON JAMES MARSDEN FRED WARD and EDWARD JAMES OLMOS Executive Producers BRANDT ANDERSEN JEFFREY STOTT MOTAZ M. NABULSI JOSHUA SKURLA MARK DAMON Produced by MARC PLATT RANDALL EMMETT NORTON HERRICK ADAM SIEGEL GEORGE FURLA ROSS RICHIE ANDREW COSBY Based on the BOOM! Studios Graphic Novels by STEVEN GRANT Screenplay by BLAKE MASTERS Directed by BALTASAR KORMÁKUR –1– CAST Waitress Margie . . . . . . . . . . . . . . . . . . . . . LINDSEY GORT Roughneck #2 . . . . . . . . . . . . . . . . . HILLEL M. SHARMAN Robert “Bobby” Trench . . . . . . . . . DENZEL WASHINGTON Roughneck #3 . . . . . . . . . . . . . . . . . . . . . . . . AARON ZELL Marcus “Stig” Stigman . . . . . . . . . . . . MARK WAHLBERG Roughneck #4 . . . . . . . . . . . . . . . . . . . . . . . HENRY PENZI Deb . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . PAULA PATTON CREW Earl . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . BILL PAXTON Admiral Tuwey . . . . . . . . . . . . . . . . . . . . . . . FRED J. WARD Quince . . . . . . . . . . . . . . . . . . . . . . . . . . JAMES MARSDEN Directed by . . . . . . . . . . . . . . . . . BALTASAR KORMÁKUR Papi Greco . . . . . . . . . . . . . . . . . EDWARD JAMES OLMOS Screenplay by . . . . . . . . . . . ...
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