...World’s Greatest Managers Do Differently By Marcus Buckingham and Curt Coffman THE SUMMARY IN BRIEF Based on in-depth interviews with more than 80,000 managers at all levels (and in companies of all sizes), the Gallup Organization’s Buckingham and Coffman reveal in this summary what great managers do differently from ordinary managers to coax world class performance out of their workers. Great managers, write the authors, routinely break all the rules. They take the conventional wisdom about human nature and managing people and turn it upside down. In this summary you will learn which conventional wisdoms to ignore. First, you will find a simple list of twelve questions that will help you assess whether your workplace is the kind of place that will attract and keep the best employees. You will then learn the four keys for unlocking the potential of each and every one of your employees. The first key is to select employees based on talent rather than experience o intelligence. This r summary will help you learn what talent is and why you can’t create it from scratch. The second key is to evaluate performance based on desired outcomes rather than direct control over the way a worker performs his or her job. You will learn how to define outcomes so performance can be measured and tracked. The third key to great management is to reject the conventional wisdom that people can be fixed. Focus on strength, the authors urge, not on weaknesses. You will learn how to manage around weaknesses...
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...Managers Do Differently By Marcus Buckingham and Curt Coffman THE SUMMARY IN BRIEF Based on in-depth interviews with more than 80,000 managers at all levels (and in companies of all sizes), the Gallup Organization’s Buckingham and Coffman reveal in this summary what great managers do differently from ordinary managers to coax world class performance out of their workers. Great managers, write the authors, routinely break all the rules. They take the conventional wisdom about human nature and managing people and turn it upside down. In this summary you will learn which conventional wisdoms to ignore. First, you will find a simple list of twelve questions that will help you assess whether your workplace is the kind of place that will attract and keep the best employees. You will then learn the four keys for unlocking the potential of each and every one of your employees. The first key is to select employees based on talent rather than experience o intelligence. This r summary will help you learn what talent is and why you can’t create it from scratch. The second key is to evaluate performance based on desired outcomes rather than direct control over the way a worker performs his or her job. You will learn how to define outcomes so performance can be measured and tracked. The third key to great management is to reject the conventional wisdom that people can be fixed. Focus on strength, the authors urge, not on weaknesses. You will learn how to manage...
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...The characteristics that would be considered would of the audience is how often the salespeople of the company met, if they set specific deadlines and tasks to each salesperson in each department. Considerations of each other’s criticism, deal and resolve conflicts, and make important decisions together to make the company better and stronger with positive sales report each quarter (Locker & Kienzler, 2008).. One department could be more successful in an area because they collaborate and work well together and achieve their goals to be the best department with the most sales. Managers would be very impressed with a positive quarterly sales report. While presenting to the stakeholders and are shown the positive sales it would show that the person they chose to be the manager of their company was a good investment. The salespeople would get a raise as well as the manager. Customers of the company will be impressed with the sales as well. It would show their faith within the company and the products sold and distributed is worthwhile. With a positive sales report the company would prosper and everyone involved would be rewarded. Prior to the sales meeting each member that is expected to attend the meeting will be formally invited via each member’s email. Information contained in the email would include a brief summary of the quarterly sales meeting. At the sales meeting the channel of communication would be presented on a power point slideshow. Each stakeholder,...
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...should determine its overall supply chain management strategy. The SCM strategy in turn determines how the supply chain will perform with respect to efficiency and effectiveness. The four primary drivers of supply chain management are: facilities, inventory, transportation, and information” (Baltzan/Phillips, 2010). “ An organization can use these four drivers in varying measure to push it toward either a supply chain strategy focusing on efficiency or a supply chain strategy focusing on effectiveness. The organization must decide on the trade-off it desires between efficiency and effectiveness for each driver. The selected combined impact of the various drivers then determines the efficiency and effectiveness of the entire supply chain” (Baltzan/Phillips, 2010). Review and Analysis 2. How could Wal-Mart have revamped its transportation driver to handle Katrina more efficiently? I think Wal-Mart could have done a few things differently to handle Katrina more efficiently. The company had one thing on its mind at the time of the storm was about to hit, money. Wal-Mart sent armored cars to pick up cash from all of the stores but did not think to send relief trucks with supplies like clothes, blankets or food. I think if you are going to send trucks to a place you know something bad is about to happen just to protect your own, I think it would be a great idea to show the people of the United States that you can also be intuitive about sending supplies...
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...of Performance Management. This process should include performance planning, observing performance, and providing positive and corrective feedback, and developing periodic performance summaries. Companies use these performance reviews, and employees provide performance, and in exchange employers provide rewards, which are distributed via payroll systems. Should all feedback be positive, or negative? Should rewards be given for employee performance? Should companies get rid of the performance reviews? I found a recent article that makes these arguments. Results As I first read through the article, I thought that the reader was as I was before taking this HRIS course. I was ignorant to the benefits of HRIS systems. I continued to read and found that my thoughts were true. According to Samuel A. Culbert, Get Rid of Performance Reviews, (2012), performance reviews destroys morale, kills teamwork, and hurts the bottom line. According to HRIS (2012), performance data is used for promotions, lay offs, assignment to training programs, developmental assignments, training and development, and staffing. It’s not to kill moral, teamwork and the company’s bottom line. Culbert says that although performance reviews are to enlighten employees about what they should be doing better or differently, he sees it as intimidation aimed at preserving the boss’s authority and power advantage. Wow, I thought of the mind set of myself, when first given a performance review. Not understanding...
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...WHAT IS A BUSINESS REPORT AND HOW DO I WRITE ONE? Business reports can take different forms. Generally, they are concise documents that first inform by summarizing and analyzing key facts and situations and then make recommendations to the person or group asking for the report. One example—four small county hospitals are no longer covering their expenses and are costing taxpayers dearly. Each operates very differently from the others. Some legislators think the least profitable hospitals should be closed while some taxpayers think all four should be consolidated into one regional administrative unit. An independent task force is considering all the feasible alternatives and will make a final recommendation to the county. You have been asked to write a report to this task force. You have an array of data collected from the hospitals as well as information about the communities they serve and available literature on hospital administration to draw from. Before writing this or any report, you must ask yourself two important questions: 1. Who is my audience? (In business, this is likely to be either your supervisors or clients, such as the task force above, 1 who will read your report.) 2. What is my purpose? (This is what your readers need to know to do their job.) If you don’t understand your audience and purpose, you are not likely to create a report that meets the needs of those who will be reading it. AUDIENCE: In the example above, you must write your report...
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...position.” On the other hand, per the American Heritage Dictionary, attribution is: “Something, such as a quality or characteristic, which is related to a particular possessor; an attribute.” Therefore, this section introduces with examples of social behavioral problems in the work place. Everyone is shaped by his or her experiences because of company culture, unique situations, personal history, and other individuals they work with. We all learn and grow as we learn through these experiences…… Story 1 – But Some Animals Are More Equal Than Others Summary of Material Our first story talks about the fact that there is a hierarchy of executives, managers, and workers within an organization. If we are well socialized in an organizational culture, we can see why certain people hold the jobs they have within that company. Usually, it is because they have certain special attributes which make them a good “fit” for that job. Therefore, we can attribute the abilities and motives of managers as the reason they have been given (earned?) the jobs which they now have. This perception can be self-fulfilling. That is to say, “the company must know what they’re doing or that person wouldn’t be doing it.” There are also symbols, rituals, and myths which help to explain attributions of...
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...exaggerate our points in ways that we would not have been able to achieve using other communication methods. The extreme nature of our delivery method and satirical approach allowed creativity and humor which our original delivery method did not allow. We can make the argument differently because we assume a completely...
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...BUSINESS BOOK SUMMARIES Stay on Top of Best in Business Knowledge SM ® March 3, 2011 How Successful People Think John C. Maxwell Change Your Thinking, Change Your Life Summarized by permission of the publisher, Center Street, New York, New York. All rights reserved. ©2009 by John C. Maxwell ISBN: 978-1-59995-168-3 Introduction In all aspects of life, from the professional world to family interactions, good thinkers help solve problems. For 40 years, John C. Maxwell has studied and analyzed successful people and how they think. He has concluded that the way successful people approach the thought process is a key differentiator. In How Successful People Think, Maxwell discusses the 11 skills that good thinkers exhibit and describes how to adopt these skills. Maxwell recommends keeping it in a place where it will stimulate further thinking. 2. Spending time with good thinkers. Maxwell believes that to become a sharp thinker, a person must spend time with sharp people and observe how they think. 3. Thinking good thoughts. The thinking process is a discipline. As a result, it is important to make thinking a priority and to regularly take time to generate and develop thoughts. 4. Acting on good thoughts. The window of opportunity to act on promising thoughts is short. When a good thought arises, it is important to act on it quickly. 5. Allowing emotions to create another good thought. A person cannot wait to start the thinking pro- Getting Started with Better...
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...Krispy Kreme Executive Summary Upon looking at the income statements and balance sheets for Krispy Kreme, one may notice the rapid increase in the “provision for income taxes discontinued operations” category. It grew from $3.6 million in 2000 to $37.6 in 2004. This indicated that the company is making poor decisions in their company’s expansion. Clearly, between these two periods, Krispy Kreme’s new businesses aren’t operating correctly, or they were bad ideas to begin with. Also, in the balance sheet, various accounts in the total current assets category show a great amount of investment between 2000 and 2004. However, looking at the drastic increase in the “reacquired franchise rights, goodwill, other intangibles” account would indicate that the aggressiveness of investing and creating assets are not working out in Krispy Kreme’s favor. As the amount of current assets increases, the reacquired franchises account increases, indicating bad investment. Since these accounts discussed are all asset accounts, it bloats and disguises the equity value of the company. Overall, I would say at the end of 2004, Krispy Kreme does not appear to be financially healthy and they are fooling themselves in not assessing these issues. Financial ratios can help one better understand further meaning of financial statements. Someone may not be able to see what the numbers mean, but something like a rate of return on assets calculation or asset turnover ratio will help explain. In Exhibit 7, the...
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...strategy for communicating the necessary changes made by Apple during the integration of iPod and iTunes business unit and the subsequent vision that kept the company flexible to remain competitive, is inherent in its ability to handle communication at all levels. The CEO’s vision provides clear direction for all the business units working together to meet shareholder expectations and at the same time provide value to their customers and employees. The organization works for the mission. Apple understands the importance of being continuously innovative with a vast and loyal army of Apple fanatics behind it to regularly come up with new products like iPad. (A) The communication plan grid is a separate document (B) ONE of the communication pieces: Debut a brand new product with a summary of the company's milestones “Apple followed its usual script for the new iPhone's coming-out party. Apple CEO Tim Cook, kicked off the festivities before an audience of reporters, bloggers, applications developers …” (MICHAEL LIEDTKE and PETER SVENSSON) The following script was created from a series of Apple’s communication strategy: We desire to continue to provide you with the latest technology; we are innovating at an incredible and phenomenal pace. We are building a tremendous ecosystem with apps and content. We are providing great services such as iCloud, which has already eclipsed over 100 million users within just a few months of its launch, and we're delivering incredible developments...
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...All you need to do is to answer all the questions for the different discussions (200 words each) Topic 1: What factors affect the consumer's perceptions of fast food and its services? Summary: The two studies by M.K. Brady et al and Kim et al are concerned with the same question: what factors affect the consumer’s perceptions of fast food and its services? But while Kim et al. focuses on American college students to find out what factors that segment finds favourable in a fast-food service, M.K. Brady et al takes their study to the international level to find out how different cultural values can affect the consumer’s behavioural intentions relative to the fast-food industry and its services. Both articles agree that the majority of America customers prefer to trade-off between quality of services and expenditure required (expense-conscious). The American consumer tends to judge consumption of goods and services with a ‘neutral’ and logically based mindset; always asking the question of “is it worth my money?” Kim et al claims that due to relatively inexpensive, quick and convenient service, fast-food is becoming more and more popular among college students in North America. How could restaurants attract this emerging market? Further discussing in particular the college student market, and selecting Wendy’s, Burger King and McDonald’s as target examples will figure out the way to attract college students in fast-food services restaurant. Several factors are taken into consideration...
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...individual characteristics. Indicate how you would use their employee evaluations to motivate each of the three employees. Describe one or more of the motivational theories and explain how the theories connect to each of your selected motivational strategies (give page # citation from our text). Evaluation 1 NAME: Teal Ferry Item | Description | Summary of Assessments | Teal is one of the employees that is always worried about what everyone else is getting and not wanting anyone to get a head of her in pay or prestige. Teal tends to feel that in the corporate world men are more apt to get the raises and the promotions before women. | Motivational Strategy & Action Plan | Teal will become part of the team that will help determine the allocation of raises and promotions. She will be part of a team and be able to give her reasoning why a person should or should not be given a raise or a promotion. With Teal becoming part of this team she will understand the reasons why they are done. | Relevant Theory | Equity Theory “A theory that says that behavior is a function of its consequences” (pg.219) | Evaluation 2 NAME: Joan Portz Item | Description | Summary of Assessments | Joan as a training manager knows the rules up and down. She is well versed on the dos and don’ts of the company. Because of the success of the company and the employee’s Joan feels that she has been able to perform her job duty of training the individuals with great success. |...
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...Austin Tiller 12-6-2015 | CASE SUMMARY The founding of Facebook is portrayed in the movie, “The Social Network.” The movie depicts the early years of Facebook, from the origin of the idea through its growth to a multimillion dollar company. In the film, Mark Zuckerberg is hired by the Winklevoss Twins to help them design and program an idea they came up with. Mark decides to create his own version of their idea and begins to work on it with the help of his best friend, Eduardo Saverin. Shortly after, Mark’s version begins to be successful and the Twins realize what he has done and plan to prosecute him. Mark’s successful version also catches the eye of a wealthy entrepreneur, Shawn Parker, who invented Napster. The film continues with the involvement of Shawn in the company that Mark and Eduardo started. It ends with the end of a friendship between Eduardo and Mark due to Mark knowingly tricking Eduardo in giving up most of his shares to the company and betraying a verbal agreement between the two. This situation is just one of the many large bumps in the road near the end of the film as the three main characters deal with many different situations on the road to success. The end of the film also shows Mark/Facebook being sued by the Winklevoss Twins for stealing their idea. Throughout the entire film, it is incredibly interesting to compare and contrast the personalities and characteristics of each of the main characters and see how they interact and change. CASE...
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...The Big Four (Online Application) Page 1 Online Application You can apply for Big 4 positions online. The following is a recapitulation of the information required by these companies from applicants. Go through each item in detail. This will help you find out what the Big 4 companies are really looking for in you. 刪 Personal information o Provide valid email address and mobile number which employers can ALWAYS reach you. o Avoid using wacky email address names. 刪 Academic qualifications o Be thoughtful when you list your academic qualifications and avoid giving the impression that your studies lack a particular aim. 刪 Overseas exchange o Consider highlighting overseas exchange experiences that are relevant to your career development. 刪 Public examination results o Show your public examination results from HKCEE to CREs or BLTs 刪 Work experience o Focus and emphasize on work experiences that demonstrate your leadership, teamwork, and competencies. o Be specific as you describe your various work experiences by stating your responsibilities and achievements. 刪 Extra curricular activities o Extra-curricular activities can be a good indicator of some aspects of your values and personality. o Be elaborate in your presentations. 刪 Short questions o This section helps your prospective employers to know more about you in terms of your competencies, life orientation, and values. Try to answer these questions within the word limits. o There are two categories of questionsGeneral...
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