...1. - What should Peter do? Should he submit a false discount claim on the Peabody account? Peter should support his beliefs: not lie or steal. He should tell the top manager of the whole company this kind of situation. No, he should not submit a false discount claim on the Peabody account, even this action will keep the major account, but it less the benefit of the company, and I believe there should be other way of discount to assistant the shipping cost. 2. - What can he do? He should talk about this kind of situation to the manager of the headquarter, since this kind of discount for customer made less profits for company, let the top manager figure out. That is their job responsibility. 3. - What would Murphy say? Murphy would say Peter is a liar, and Peter just lost the major customer on purpose and make excuse for himself, He would claim that the merchandise sold to Peabody had portion of second-quality goods indeed. 4. - Does a boss have a right to expect an employee to bend the rules if he or she sees fit to do so? No, I do not think so, when boss made the rules, that are responsibilities the boss expected the employee will follow and keep, However if the employee himself or herself want to change the rule as he or she saw fit to do so in kind of situation, that is not right, tell your boss the rules are not perfect and give some suggestions about revision. 5. - Does an employee have a right to disobey a boss? Yes, I believe so .when...
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...then act in the way the sender expects them to do.“Good communication” in an organization will tell us to succeed in business today. Specially, we need the ability to communicate with people both inside and outside our organization. Whether we are competing to get the job we want or to win the customers our company needs, our success or failure depends to a large degree on our ability to communicate. Good communication improves employee attitudes and performances. For example, when executives succeed to make an effective communication to their employees, they can properly share their decisions, provide information or help their employees completely understand their tasks, subsequently do the right things and achieve the best results at the boss request. Employers want staffs do a work according to their requirement, employers have to make decisions and transfer this information to the staffs. If this process of transferring information is good, the staffs will understand what do employers require and meet the requirement of work. In addition, employers understand their staffs and apply the manner of communication to gain their purpose. In this situation, both employers and staffs are satisfied. In contrast, if this process is not good will lead to misunderstanding and the result of this work is not good. From...
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...Inside the Mind of the Modern American Boss -- New York Ma... http://nymag.com/guides/2007/officelife/30010/# Boss Science The psychopathology of the modern American corporate leader. By Steve Fishman Published Oct 25, 2007 P ossibly, your boss is a truly fine person—wise, kind, perceptive, capable, understanding, the all-seeing director of the office sitcom, the sort of individual one might like to have, in an ideal world, as a parent or a confidant. Or not. In the real world, bosses are known to suffer from a long list of social pathologies: naked aggression, credit hogging, micromanaging, bullying, you (Photo: Superstock) name it. According to one report, 60 to 75 percent of employees—it doesn’t matter the organization—say the worst aspect of their job is their boss. It’s not difficult to believe, as one office expert concludes, that “every employed adult will have to work for a bad boss for some significant period.” In the natural world, there are brutal processes by which, say, one especially vicious bull walrus ends up on the rock, with all the females, while all the others are forced to skulk around the periphery. Dogs, we’re told, inevitably select a leader, who emerges naturally through some mysterious language of dominance rituals, reinforced with tactical urination. Could the same be true, somehow, in the world of work? Is there some law of office life that dictates that jerks rise to the top? In search of an answer, I began to explore the vast...
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...of others. A good boss creates clear focus on desired outcomes, properly equip their operations for high performance and above all build strong working relationships and foster teamwork. He creates a climate where employees receive ongoing feedback and coaching and they strive to maintain a work-life balance. Flexibility, understanding and the ability to listen to the employees makes up some of the important characteristics of a good boss. On the contrary, a leader who criticizes, belittles and disrespects his employees earns the label of a bad boss. A bad boss fails to give recognition for the little things his employee does. Such leaders not only make life miserable for their employees, but hamper organizational performance. No one starts out their career trying to be a horrible boss. Yet, it is amazing to see that a vast majority of the folk seem to accomplish this feat with absolutely no training. It is possible that a good leader turns into bad under difficult situations. This could be personal or professional. Ergo, the perception of whether a boss is considered good or bad, should be based on factors considering the psychological state of the boss and the outlook of the employees being supervised. It is believed that every person has had a bad boss at one time or another during their career. To explore the characteristics of a truly bad boss, one needs to consider the traits his/her boss exhibits, how...
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...possess. Firstly, a supervisor must be kind-hearted, slow to anger, and stern if need be. Kind-hearted, as in to treat his employees well. A supervisor must know how to separate personal problem from work, and not take his personal problem to the office. He mustn't let his anger get the better of him. Just because he's a boss, doesn't mean he can lash out at his employees whenever he feels like, because that's surely not a quality of a good supervisor/boss. Stern if need be, point in case, if we bump into each other on streets, he would deign to offer a smile, but be stern at work, so as not to encourage his employees to take their works lightly and disrespect him. Secondly, a boss must put aside his status and not set his mind into thinking that he's above all his employees. He should try to befriend them as opposed to just order them around. Rather, try to see things from their insights and heed their advice instead of imposing his own opinion on his employees. He should try to build a good relationship with his employees based on trust. Truth be told, the only way he can get them to respect him, is earn their respect and trust. Therefore, he should. Last but not least, leadership and be an expert in his field. That is how he can get people to follow him. Rudely speaking, if you have an imbecile for a boss, you would more likely suck up to him in front and insult him behind his back. In a nutshell, no one respects that kind of boss. Instead, show them he's capable of leading...
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...The relationship with your boss is probably the most important relationship you have at work. Boss management can stimulate better performance, improve your working life, job satisfaction, and workload. Give your boss a hand and reap the rewards. ________________________________________ When we think of managing someone, we usually think of managing our team members or subordinates. The above title appeared for the first time a few years ago in a Harvard Business Review article written by two well known socio-psychologists. Their argument was that in modern companies, subordinates are not solely dependent on their bosses, but that today's complexity requires interdependence: the boss needs her team as well. I have the vantage point of being an adviser to top management, a CEO, and now as Co-Director of the PED program at IMD. In addition, I have been involved in the restructuring of a major international company, which involves some 12,000 people and 12 hierarchical levels. In order to unleash the energies and get closer to customers, we divided the group into 250 'small companies' of some 50 people each and of three hierarchical levels. To change the mindset, we organised a 20-day management seminar, during which we discussed the challenge of how to deal with bosses, who in the old structure, tended to hamper change. The whole process forced me to crystallize my observations and previous experience and test them with the 250 managers. I have grouped the results into...
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...Tell me about your favorite position, and what role your boss played in making it so unique. Tell me about your least favorite position. Why should I consider you for this position? What can you do for us that someone else can’t? How would you describe your ideal job? What five adjectives best describe you? ACHIEVEMENTFOCUSED QUESTIONS · · · · · · · · What makes you stand out amongst your peers? What has been your proudest accomplishment? Tell me about it. What would your current boss say makes you most valuable to him/her? Tell me what “success” means to you. What do you consider your greatest strength? How do you set goals for yourself? Where do you see yourself five years from now? What motivates you? "PRESSURECOOKER" QUESTIONS · · · · · · · · · · · Tell me about your last performance appraisal. In which area(s) were you most disappointed? Where do you disagree with your boss most often? How did you handle the last time he/she was wrong and you were right? Were you ever in a situation where you had too many things to do in the time available? What happened and how did you handle it? What was your worst mistake last year, and how did you deal with it? How do you work with new and weak members of your group? What kind of people do you feel represent a challenge to work with and how do you best deal with them? You’ve changed jobs frequently. How do we know you’ll stick around? You’ve stayed with the same company for years. Why did you decide to leave? I see you were unemployed for a period of time...
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... Female 2. Which is age-group are you in? 17-20 21-25 Over 25 3. Which kinds of person do you expect to become to be? 4. Which field of career are you going to work in? 5. Do you have a job (part time – casual – full time – contract)? Part time Casual Fulltime none of above 6. Which characteristics do you expect on your boss? (use number to rank the most important characteristic needed to be a boss) (note: you can cross out disagreeable features) Pleasant Friendly Good- looking Reliability untrustworthy prominence Submissiveness repugnant distasteful 7. Do you feel motivated, happy and satisfied at work? Yes No 8. Do you like your boss? And why? Yes No Why: 9. What would make a leader attractive to his/her staff? Good-looking intelligent friendly others____________ 10. What benefits staffs get if a boss is pleasing in appearance or manner? Hard working ...
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...When the Boss Releases Her Inner Toddler 1. How might be the episode (scene) you experienced be explained from the situational perspective? From the interactionalist perspective? In a situational perspective, it acknowledges that there are other variables that could alter the direct relationship, and that it depends to the elements of the situation the right managerial action or behavior in any circumstance. Like in the example, in the part where the VP will be presenting his report, he was affected by the noise of thudding against the wall and that was the reason that made him go around the room and lose focus on his presentation, knowing that the president was not happy of his report. Also, one of his jobs was to evaluate each month's performance and this could also be another factor that influenced the situation where the president was angry of him because of the low sales performance on the women's apparel department. While in an interactionalist perspective, the experience he had as one of the VPs at a small chain of regional clothing stores was very difficult and challenging, especially when it comes to the president who has the inability to accept negative results which also resulted to the VP’s behavior of being so afraid of a simple presentation and not knowing of his unconscious actions that lead the president of the company to be angry with him. 2. Have you ever encountered anyone who behaved in ways that can be compared to the behavior of the teacher...
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...Write a 700- to 1,050-word paper describing how your academic experience over the last 9 weeks has prepared you for college and pursuing your career goals. You may also wish to review the University of Phoenix Writing & Style Guidelines and Grammar and Writing Guides: Guidelines for Writing Academic essays located on your student website. Include the following: %u2022 What do you believe to be the long-term results and the value of completing a degree in higher education? How can you use the tools and assessments in this course to help you in your future courses and your career plans? Reflect on at least three of the topics covered in this class. For example: o Collaborative learning environments o Goal setting o Time and stress management o Effective study habits and personal learning styles o Academic writing o University resources o Career planning o Integrity and ethics o Critical thin The Communication Flow in the Organization The communication flows in various directions: downward, upward, and crosswise. Downward communication : Downward communication flows from people at higher levels to those at lower levels in the organizational hierarchy. This kind of communication exists especially in organizations with an authoritarian atmosphere. The kinds of media used for downward oral communication include instructions, speeches, meetings, the telephone, loudspeakers, and even the grapevine. Examples of written downward communication are memoranda, letters, handbooks, pamphlets...
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...* You are scheduled to present the results of your work on creating a new software program for your company. What memory techniques will you use in order to be free of too much dependence on notes and PowerPoint slides? Be specific as to how you will relate the technique to the content of the presentation. * Name and describe the three qualities of emotional intelligence according to Goleman. If you were interviewing applicants for a position in your company and wanted to know whether they had emotional intelligence, how would you go about discovering that? Would you do that in an interview or by some other means? * 1. These different kinds of learning techniques are used in the work place almost on a daily basis, in an office environment most people are used to Social learning, simply because they are told to do something by their boss or manager. If the tasks seems ridiculous for an individual he uses Operant Conditioning, and that individual thinks about what would happen if he does follow through with his boss, or just chooses to not do it the way his boss had told him to. This is also when observational learning plays a huge role, because while others might be doing the right thing that one individual might just not be on track at all, so he watches and observes what the other are doing so he can slowly get on par with the other employees. * 2A Prejudice is simply developed and nurtured through classical conditioning for example by learning from previous...
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...7 Characteristics of a Great Boss The weekend is over and here we are, hello Monday and your boss has already started the morning off on a bad note. You feel like telling your boss “I quit” because her appreciation for anything or anyone does not exist. When was the last time you heard the boss say “great job, thank you for reporting in today, have a great evening; see you tomorrow”? These few simple words make a world of a difference. To hear the words “thank you” can modify your outlook of quitting or wanting to stay. Making that judgment varies on the person you work for. A noble boss is one who provides training and leadership to their personnel; however, some bosses are less efficient in their supervisory methods and procedures. To define boss - one who guides or oversees employees and exercises authority and control. Their responsibilities may include insuring the work is completed; policies and protocols are followed, and offer the crucial training to achieve these duties (Wikipedia, 2015). They have the ability to employ new workers and fire those that do not measure up. How responsibilities are conducted can be the distinction between a virtuous boss and an immoral boss. The personality of whether a boss is measured bad or good is contingent on the perception of the employee. A respectable boss directs his employees by assigning work based on an individual’s strengths. They take time to acquire what skills the employees have and in what way they can best be used...
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...information travel within an organization’s formal hierarchy? 2. What is the grapevine, and why should managers be aware of it? 3. What steps have to occur before an audience member perceives the present of an incoming message? 4. Why should communications take an audience-centered approach to communication? 5. How is communication affected by information overload? 6. How can you make sure your feedback is constructive? 7. Why is ethical communication important? 1. Why do you think good communication in an organization improves employee attitudes and performance? Explain briefly. 2. Is it possible foe companies to be too dependent on communication technology? Explain briefly. 3. How can a lack of shared experience between sender and receiver result in communication failures? 4. As a manager, how can you impress on your employees the importance of strong business ethics when dealing with colleagues, customers, and general public? 5. Ethical Choices because of your excellent communication skills, your boss always asks you to write his reports for him. When you overhear the CEO complimenting him on his logical organization and clear writing style, he responds as if he’d written all those reports himself. What kind of ethical choice does this response represent? What kind of ethical choice does this response represent? What can you do in this situation? Briefly explain your solution and your reasoning? 8. In what directions can information...
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...thinking, “Where is this kid going with this?” Well, I excel in two things, being pro, and being a boss. Being pro is the ability to be more than amateur, and being a boss is better than being an employee. People like to say that they are a boss with no real reasoning behind it, but I’m here to tell you I’m no sham, I am indeed, a boss. I run things around here, when people need something done they come up to me and say, “Hey boss, I need something done” and I just say “What’s up, or what’s that? Sounds like I already finished it.” That’s how expediently I tend to matters of importance. Another boos like quality I have obtained over the years is the ability to build things. Not just material buildings, but social pyramids can be constructed at my will. I run my lunch table and the order that they go about their business, where they’re located and even who gets to talk in what order. Also I can build an elevator, BAM. I would like to close my boss qualities with the fact that I’m a boss because all my b*tches love me, you aint f*cking with my dougie. I am a pro. What am I pro at? “Everything” so say Mrs. Trotter of Hays High School. I’m a pro at all things ranging from sports to Pokémon, and face it, who doesn’t love Pokémon? I’m so pro that people often times ask me how I can possibly maintain my pro status. It’s quite a trivial question for you see, I was born a pro. Talent like mine can’t be made or earned; it has to be a birth right. And I...
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...Bad Bosses Make You Sick How poor management damages your employees' health and costs you big bucks. How often have you heard someone say, "He makes me sick!" You may even have said it yourself. And it may not be an exaggeration. Strangely enough, the people we work with or for can actually make us ill. If you are on the receiving end, there's probably not a lot you can do about it. If you are a manager or supervisor, however, you should be fully aware of just how your actions can affect your subordinates. Causing people problems is the mark of a poor manager, and it is likely to blow up into something serious when least expected. Those managers actually have the power and influence to make people ill is a significant problem in itself. Proof of this is the fact that health-care costs in North American companies make up their second-largest expense, after the payroll. Simply put, managers cannot afford to make people sick, and companies cannot afford managers who do this. Insomnia, depression, anxiety attacks, stomach disorders, headaches, high blood pressure, and ulcers are some of the symptoms of working with a bad boss, according to Americans Marjorie Blanchard and Mark Tager in their 1985" book, Working Well. The bad managers who cause these symptoms seem to exhibit several similar characteristics. For one thing, they are unpredictable, so their employees never know when they are going to be called on the carpet or chastised. What makes the boss lose his or her...
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