...Layoff: Issue and Problem Identification Paper June 29, 2015 Learning Team A PHL/320 Richard Haines Management positions are tough as it is, but how does a member of the management team handle the tough decisions that they have discovered will be the best for their company? Layoffs and downsizing are never an easy topic to tackle. How does a manager deliver this type of bad news in the most professional way? The issue that was presented in the article “Mismanaged layoffs can go horribly wrong” was companies and their management teams are not able to layoff or terminate an employee or employees in the appropriate way. The author of the article feels as management is not able to handle these types of situations in a professional manner. Members of management often have great people skills, which are either something they were born with, or something they have learned throughout their lifetime, but when faced with the challenging situation of letting an employee go they are unable to say the right things. With proper training of these tough situations, managers will be able to handle these types of situations in a more professional manner. Managers need to be able to put themselves in the employee’s shoes and speak to the employee as if they were on the other side of the conversation. Mangers should also explore every option within the company before taking the action to layoff or terminate an employee. Documentation is key when preparing...
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...recommend the book to my friends and colleagues who aspire to be a good leader. This book should be read by all the leaders and managers to be successful. It exemplifies some of the important skills manager or leader should practice at the same time it explains the mistakes one should avoid being a successful and effective leader. Michael Feiner’s experience in PepsiCo, given examples and instances in his tenure makes it easier to understand the facts in detail. These examples also helps retain all the points and laws explained in the book. After reading this book, I could relate it to my own managers I have worked for. I also could analyze the reasons behind their successes and failures. Leadership always misunderstood as the relationship with the people who are working for you but this book tells you every relationship in the organization is important no matter if it is with your subordinate, or with bosses, or with peers. First part of the book states about leadership. What it is all about and how it has been misunderstood. We usually think that, leadership is only about telling people to do the things. But leadership is taking all the people together asking them about their views and completing task successfully. Usually we see the leader as a great speaker or motivator, but leader has to do a lot of the things beside this which are important. To show difference between managers and leaders author has given really good contradicting examples which help you understand...
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...Atha Corporation Accounting & Finance Department Plan Human Resources Department Plan Melanie Hanson Patrick Blessinger Bus3011 Spring 2014 Table of Contents 3. Executive Summary 4. Human Resources Description 4. Accounting and Finance Description 4. Human Resources Purpose Statement 4. Accounting and Finance Purpose Statement 5. Human Resources Goals and Activities 5. Accounting and Finance Goals and Activities 5. Management Goals and Activities 6. Human Resources Organizational Structure 6. Accounting and Finance Organizational Structure 6. Management Organizational Structure 7. Human Resources Interview 7. Accounting and Finance Interview 7. Management Interview 8. Human Resources Performance Standards 8. Accounting and Finance Performance Standards 8. Management Performance Standards 9. Conclusion 10. Accounting and Finance Organizational Chart 11. Human Resources Organizational Chart 12. Accounting and Finance Strategic Alignment Worksheet 15. Human Resources Strategic Alignment Worksheet Executive Summary The Atha Corporation is a company based on strong ethical standards and beliefs. In order to ensure these beliefs are enforced we have taken measures to revamp our company for the better. With the extra funds we have received from a partner, we will be able to expand our company to double the previous year’s sales. To do this we will need to make drastic changes in all departments, especially in Human Resources and Accounting and...
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...The problems managers have to face when managing team and the solutions. Currently, business has changed into a global-competition. The competition between organizations became more competitive because there is no longer competition within a country. It is a duty for the leaders of each organization to survive in this environment. David Maister (1997) mentioned that a great manager is expected to lead the team or a firm through complex situations and must influence the whole organization rather than use power to control members. Moreover, manager supposed to motivate, encourage enthusiasm and create the participation environment for team members. Brian Dive (2008) stated that manager should ensure all members of a team meet all theirs needs, and if not, find the solutions to meet all the requirements. In the same way, manager should secure the relevant commitments toward a goal from team members. More importantly, manager is expected to be able to provide the solutions to difficult and complex circumstances. However, being an effective manager has to handle with a problems during a job such as a relation between manager and subordinate, some manager might fail to do what they are expected to do. Famous business leaders, and academic professor in management science are putting efforts through the experiments and experiences to find out the causes of the management failure and the solution to prevent the problems occur in the future. Although those management theories might be...
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...decisive change is impending; especially: one with the distinct possibility of a highly undesirable outcome (Webster.com). It seems that the term “crisis” is a term used and that is subjective, because things happen all the time. Some are good and some are bad, and just like anything else it all has to do with how you interpret it. Crises within an Organization are inevitable and with proper identification and handling of the situation, the “Crisis” can be a turning point for positive changes within the organization. When I thought about a crisis within and organizations it never occurred to me that almost anything that causes a disruption can be, and in most cases are called a crisis. As I researched the topic it spoke of societal crisis, which included natural disasters such as earthquakes, hurricanes, forest fires or even climate change (Jaques). It even went a step further and identified infrastructure disruptions that refers to regional or internal power utility disruptions, planned organizational transitions that includes layoff, reorganizations, mergers, acquisitions and strikes (Lewis). “Robert B. Irvine, president of the Institute for Crisis Management, noted in Communication World that the Institute characterizes most business crises as one of two types: sudden crisis or smoldering crisis. A sudden crisis as a disruption in the company's business that occurs without warning, and is likely to generate new coverage,” Some are business-related accidents...
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... * Give an example of a goal you reached and tell me how you achieved it. * Give an example of a goal you didn't meet and how you handled it. * Describe a stressful situation at work and how you handled it. * Tell me about how you worked effectively under pressure. * How do you handle a challenge? * Have you been in a situation where you didn't have enough work to do? * Have you ever made a mistake? How did you handle it? * Describe a decision you made that was unpopular and how you handled implementing it. * Did you ever make a risky decision? Why? How did you handle it? * Did you ever postpone making a decision? Why? * Have you ever dealt with company policy you weren't in agreement with? How? * Have you gone above and beyond the call of duty? If so, how? * When you worked on multiple projects how did you prioritize? * How did you handle meeting a tight deadline? * Give an example of how you set goals and achieve them. * Did you ever not meet your goals? Why? * What do you do when your schedule is interrupted? Give an example of how you handle it. * Have you had to convince a team to work on a project they weren't thrilled about? How did you do it? * Give an example of how you worked on team. * Have you handled a difficult situation with a co-worker? How? * What do you do if you disagree with a co-worker? * Share an example of how you were able to motivate employees or co-workers. * Do...
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...day old organic foods, Company Q had to make a choice. The socially responsible choice would be to donate food to help out the people within the neighborhood, however Company Q has legit concerns in regards to the possibility of employees stealing the donated food and taking it home instead of donating it to the local food bank. Company Q made the choice to dispose of the food instead of dealing with the possibility of theft from their employees. I think Company Q did not to initiate the time and resources to develop a policy to mitigate risk of theft from their employees. They had focused their priority on sustaining the financial bottom line. I don’t think this company could afford to give away this amount of food and at the same time handle the effects of theft that could possible occur without a policy. Company Q lacks any form social...
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...was founded in 1978 by Bernie Marcus and Arthur Blank. From the start, associates were able to offer the best customer service in the industry, guiding customers through projects such as laying tile, changing a fill valve or handling a power tool. Not only did store associates undergo rigorous product knowledge training, but they also began offering lessons so customers could learn how to do it themselves. Home Depot is still guided today by those values established by its founders, excellent customer service, taking care of people, entrepreneurial spirit, respect for all people, building strong relationships, doing the right thing, giving back to communities, and creating shareholder value. (Corporate Website, 2003). I will be concentrating on the Human Resource department of the organization. They restructured their HR department by cutting down their HR functions believing that it they could create jobs in other sections of the company. The changes occurred when the company officials decided that it won't be handling human resources issues on a store by store basis any longer, but instead to handle employee HR from a district-wide perspective. It was intended to save the retailer costs from a headcount burden at each store that may not be the best use of its labor force, but then again,...
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...Human Resource School Unit 7 Project Organizational Development for Healthcare Tatiana M. Owens February 28, 2012 HA510-01 Carry DeAtley It’s amazing how people are affected by many factors in the workplace. From management all the way down to self worth. Many times good employees leave companies due to feeling unworthy of the skills they present to the organization. In today’s economy it’s not easy to pick up and move to the next company this is also why there’s a lot of unhappy staff working in organizations just for a paycheck every two weeks. Adopting the human resource theory can definitely help hiring managers to hire the best candidates for the position. Personally I can identify with the Human Resource Management School style by being an employee. I work many people who have different views about their job. You have the theory x people who are lazy and irresponsible and need direction, you have the theory y people who are responsible and work well if rewarded, and you have theory z which are people who feel important especially when making decisions on the job. In today’s economy many people are taking whatever job they can get their hands on just to have a paycheck but are not happy with their duties. This causes decrease efficiency and lack of motivation which can lead to high turnover for organizations and bad reputations for hiring the wrong people. This is why organizations need to plan “the Storey model,...
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...board of health to close unsanitary restaurants”. “Wealth empowered him to live a comfortable life”. While delegation is defined as the assignment of responsibility or authority to another person (normally from a manager to a subordinate) to carry out specific activities. It is one of the core concepts of management leadership. However, the person who delegated the work remains accountable for the outcome of the finished product. Delegation empowers a subordinate to make decisions, this in turn, is a shift of decision-making authority from one organizational level to a lower one. The opposite of effective delegation is micromanagement, there this where a manager provides too much input, direction, and review of delegated work. In general, delegation is beneficial and can save money and time, help in building skills, and motivate people. Poor delegation, on the other hand, might cause frustration and confusion to all the involved parties. Some agents however do not favor a delegation and consider the power of making a decision rather burdensome. Empowerment on the other hand allows for the subordinate in some cases identify the concern and address the concern with action. Ann Rhoades, founder of People Inc., in an interview with World at Work TV, discusses how to gain value in employees through engagement (empowerment) by allowing the employees to be involved in defining the benefit plan at jetBlue Airways. This level of empowerment has helped define the positive culture...
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...Desktop Support Technician Interview Questions Getting a respectable post of desk top support technician requires a tough interview with the employer with tough desk top support technician interview questions. There are so many unpredictable interview questions that a candidate will be asked. Most of the interview questions are asked to check the behavioral activities of candidate. For the above job description you need to be well prepared for the interview. 1. Suppose you are installing power management on your XP Computer system. Power management should be under the control of: The answer of this question is Operating System. If you know the answer of this question, simply give the answer otherwise say your interviewer clearly “No”. 2. Which file should always be pointed in root folder for Active Partition of Windows XP? The answer to this question is Boot.ini. This is also a simple question. Be true with your answer whether it is YES or NO. 3.If a user calls that he is not able to get online when he connects to internet connection on a XP Computer system. Explain what should you do? Well guys again an opportunity for you. You should rebuild the TCP/IP protocol on the client’s computer system. 4. If the monitor shows a Blank Blue screen after restarting your computer, what would be the best way to resolve this major problem? You should restart your computer, keep pressing F8 key to go to advanced Menu options and choose the option “Last Known Good Configuration”...
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...1. How do we create a partnership between the project manager and line managers when project manager focuses only on the best of his/her project and the line manager is expected to make impartial company decision? Creating a partnership between the project manager and line manager in a weak matrix organization can be very challenging. The project manager has very little role or authority and the line manager has full management role and authority under this management structure. The only way to create a partnership between both the line and project managers is by making negotiation an institutional capability by ensuring that both understand their roles and how they relate to each other, and to the goals of the organization. As seen in the example of Grupo Financiero Serfin, to help negotiation teams carry out their strategy, the company set up a systems for sharing successful practices (Ertel, 1999). The PM should always strive to have the line managers as allies in this type of organization if he wants to succeed; this could be done by following the tips listed in the “Ten Tips for Negotiating in 2014” article (Brodow, 2012). In a perfect world, they work together to manage projects and resources to the benefit of all. 2. Who should have more of a say during negotiations for the resources: the project manager or the line manager? In a weak matrix organization, the line manager will always have more leverage during resource negotiations since he manages the people...
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...that its interests are being opposed or negatively affected by another party (p. 362). Workplace managers must be sensitive to the consequences of conflict. These consequences range from negative outcomes (such as loss of skilled employees, sabotage, low quality of work, stress and even violence) to positive outcomes (such as creative alternatives, increased motivation and commitment, high quality of work, and personal satisfaction) (Hellriegel, Slocum and Woodman, p. 365). Conflicts (whether they are negative or positive) will arise in organizations whenever interests collide -- and when these differences affect the relationship between interdependent people, they must be constructively managed (Hellriegel, Slocum and Woodman, p. 365). According to Hellriegel, Slocum and Woodman, conflict includes meanings, judgments, and values that crowd our minds move us to conflict. Feelings are an important dimension of conflict. For example, anger, hostility, fear, jealousy, insecurity, pain or sadness, inadequacy, are some of the feelings underneath conflicts. Although most conflicts involve disagreements of some kind, some of them can be more about feelings than thoughts. Many societies, including our own, express opposing views of conflict-sometimes it is bad, sometimes it is good. Therefore, we grow up with a confusing perspective on when conflict is helpful and OK or when it should be avoided. Most conflict is thought of in a negative way because it evokes images of war, battles...
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...production facility is not happening and instead Trianon will be entering a 10 year joint venture with a government backed SCRTD Hungarian production facility. Alistair was originally instructed to find the ideal candidate for a Project Engineer for the initial operation which involved entire ownership of a Hungarian facility; and he had three solid potential candidates lined up for the job. The only problem with this is that now, Alistair has been asked to find the ideal candidate for a Quality Compliance Manager that can be ready to be in Hungary in five to six weeks. In the following sections I will respond to the questions presented at the end of this case study which include: selecting a candidate from the three candidates provided in Exhibit A of the case, develop an outline for the candidate recruitment process Trianon used to fit with ‘best’ selection processes and the strategic needs of Trianon, and lastly to determine if HR staff should be involved in decisions relating to international business operations similar to the ones presented in this case. As seen in Exhibit A, the case presents three potential candidates with various work experience and family backgrounds. If I had to decide within the next twenty four hours, which of the three candidates presented in Exhibit...
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...16, 2013 Damarie Nix Unit 7 Project The classical school of management focuses on the best way to do a job. I identify with the classical school of management style because in the field in which I work I can use this style of management in problem solving, organizing, planning and directing. The classical school of management approach is a standard method of performing each job. Employees are selected with the appropriate abilities to do their job; this eliminates the issues of having an employee in a position that they are not trained to do. Although I can identify with the classical school of management because of its aim at achieving high productivity and fairness between managers and workers it does not recognize that there are some consequences that can occur on the job. With the classical school of management style there is an emphasis on rules. Rules often establish a minimum level of performance that is expected from employees; so a minimum level of performance is really all employees will aim to achieve. Home healthcare organizations have adopted the classical school of management style. The healthcare industry is always changing and managers are working hard to stay on top of their organizations needs. A new challenge in the home healthcare organization creates the need for new managerial approaches. There is no one way to approach management in the home healthcare field so leaders in management turn to different organizational theories that are common to health...
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