Free Essay

Arctic Mining Consultants

In:

Submitted By STOFFELNEL
Words 2504
Pages 11
Case 2: ARCTIC MINING CONSULTANTS Case Synopsis Arctic Mining Consultants is a mining company that deals with mineral exploration. In this case study, the project given is staking 15 claims in Eagle Lake, Alaska. The project Manager was Tom Parker, who has a wide experience and specialized knowledge in all nontechnical aspects of mineral exploration. He is a geological field technician and field coordinator for Arctic Mining Consultants. He assigned his previous field assistants John Talbot, Greg Boyce and Brian Millar to help him complete the project. The job required them to stake at least 7 lengths each day in order to be completed on time. However, the whole team has became very tense and agitated, especially Tom Parker, as the deadline was just around the corner and there¶s still many to be finished within the limited time. The problem became worse with the way Tom managed and treated his team. The only motivation to the team was the $300 bonuses promised by the company when the job is done on time, otherwise, they might wished to give up already. This happened because working as a field assistant and in long-working hours only giving them low wages, which is considered unreasonable compared to what they have to do. During the eight hard days, everything had actually proved the strengths and weaknesses of each of the team members, including Tom.

Summary of Case Project Team Tom Parker - geological field technician & field coordinator wide experience and specialized knowledge in all nontechnical aspects of mineral exploration. John Talbot Greg Boyce Brian Millar - Previously worked with parker as field assistants - Previously worked with parker as field assistants - Previously worked with parker as field assistants

During the Project CREW Tom Parker John Talbot Greg Boyce 6 4 6½ 6 7 5 7½ 6 5½ 7 6 8 1/3 6 5½ Helped by Talbot Brian Millar 8 7 8 7½ 8 7 8 LENGTHS Day 1 Day 2 8 Day 3 8 Day 4 8 Day 5 8 Day 6 8 Day 7 7 1/3 Day 8 10 1/3

After the project: John Talbot Greg Boyce Brian Millar - works full-time with the company. - sometimes does staking for Arctic. - never work for AMC again, even being offered.

CASE ANALYSIS Symptoms 1) What symptom(s) exist in this case to suggest that something has gone wrong? The symptom(s) to suggest are:

a) Depression ± In the case we might identified some depression went around especially between Parker and Millar. Depression may be described as feeling sad, blue, unhappy, miserable, or down in the dumps. Parker and Millar express this through a wide variety of moods, such as irritability, anger and sadness. Like Parker, we can see that he was always in an angry mood towards his crew. The pressure to complete the job at the right time has made him forgot about the feelings of his employees and think wisely in making any decision or consideration. As for Millar, the pressure given by Parker tempered and his job has made him felt he has no value to him or to the group which makes him at the end has less interest to complete his job.

b) Low Productivity ± With only a week to complete the job, everyone would have to complete average seven and a half lengths per day. However, starting from day 2, there has been problems especially for Boyce and Millar to achieve the target. Furthermore, there were not much improvements made from those person.

c) Communication Problems ± To have good communication both the speaker and listener should interact well with each other. However, there always be that every person can be a good speaker but fail when it comes to the listener part. This scenario also happened in this case where Parker, as a leader, was very good in giving instructions to his crew but he failed to listen carefully to his crew¶s problems and suggestion. For example, Talbot suggested to Parker that he switched Millar¶s area with his area as he thought that his area condition was better than Millar¶s, and this could help Millar to perform better.

However, not only Parker refused to accept the suggestion, but he was also not even tried to consider it. Therefore, because of this kind of attitude, Parker also created communication problems with all his crew.

Problems

2) What are the main problems that have had led to these symptoms? i) The Leader - In any workplace, the leader plays the most important role in leading the group towards the right track. A leader should not only responsible to make sure that any tasks given completed on time, but also to make sure the employees are satisfied and well motivated. As in this case, obviously that Parker was not good as a leader. Even he has specialized knowledge and wide experience in the field, he failed to manage his team well. Physically Parker was a good worker as he can develop a good plan and perform better than the others even he was the eldest among them. However, psychologically he failed to understand his employees¶ problems and needs which then caused some conflicts between them. ii) The Motivation - Motivation is the force that makes people does things: this is a result individual needs being satisfied (or met) so that people would have inspiration to complete the task. These needs vary from person to person as everybody has their individual needs to motivate themselves. Depending on how motivated peoples are, it may further determine the effort they put into their work and therefore increase the standard of the output. We identified that in the case, the only thing motivated the crew to continue the task was the $300 bonus. If not because of that, they won¶t trouble their self with the long-hours heavy work. However, the other factors around them have made them be less motivated to work. The main factor was Parker. The way he behaved and treated his team makes them less motivated. He was always being angry and intolerant. He never considered another psychological approach to handle his teams to be more effective and productive. He also refused to listen to his employee¶s suggestion, Talbot. Another factor was the nature of the work itself. Working on a

hard task for long hours with fairly low daily wage was not easy and of course not motivated at all. The job cause them severe fatigue and any other conflict might cause them emotional disturbance. That was what happened to Millar on the 7th day of the task where he came into his climax when he announced in abject tone on how frustrated he was. iii) The Stress ± Stress is a state of tension experienced by individuals facing extraordinary demands, constraints, or opportunities. In this case, the sources of stress involved was work stressors. Without doubt, working in mining area can be stressful and the job demands can disrupt their work-life balance. The work stressors in this case can arrive from many sources such as: o Excessively high task demands ± the team members were being asked to do too much work in a very limited time. o Role conflicts ± The feeling of unable to satisfy multiple, possibly conflicting, performance expectations. o Poor interpersonal relations ± The team, especially Millar were experiencing bad relationships or working with Parker and they obviously can¶t get along well together. o Physical setting ± The unpleasant working condition and long working hours make the team to have severe fatigue and emotional distraction.

iv)

The People ± The fact that people are different with each other are undeniable, whether in thinking, feeling, behave, as well as perform. Individual differences also has somewhat led to these symptoms. For example, in the case we can see that each of them were performing differently as they have different abilities and capabilities. Some might be able to produce more than expected like Parker who had wide experience and skills, but some like Millar might need more motivation and guidance in order for him to improve his performance. However, like stated before, as they are totally different especially in thinking and behave, conflicts occurred from the unpleasant feelings among them. From there, problems were getting even harder to handle.

3) What should Arctic Mining Consultants and/or Tom Parker do to minimize these problems in the future? We think that both Arctic Mining Consultants and Tom Parker might need to improve themselves in certain areas in order to minimize these problems in the future.

i)

Arctic Mining Consultants should: a) Gain employee surveys - Since a company's workforce is one of its greatest assets, employers should solicit feedback from employees to see if employees are happy, what the company's strengths or weaknesses are and where organizational

improvements can be made. After the outcomes of a survey are collected, employers may make organizational changes to create more effective or efficient processes, or to uplift low morale (if employees are dissatisfied). Surveys benefit employees because employees will feel as though they can still voice their opinions in a process that is safe. This survey also should be made regardless in which positions the employees are in.

b) Improve motivation in terms of rewards - Can money motivate? Yes, but money alone is not enough, though it does help. Therefore, we suggested that the company should consider as well as to give non-monetary rewards in order to motivate the employees. In today's high paced work environment employees consider it very rare and infrequent that they receive recognition of their work and efforts. What better way to have employees continue their good work and success then to offer them praise-verbal, written or ideally a public announcement or employee award? Recognition is probably the most sought after of the non-monetary rewards in the workplace. The other non-monetary rewards can be opportunity to contribute, flexible hours as well as career advancement.

ii)

Tom Parker should: a) Improve communication skill ± Cleary Parker has problems in creating good communication with his employees. He should learn how to be better and effective in communicating his employees. Some of the areas that he should improve are when he wanted to express something. He should think carefully before speaking and use appropriate words, volume and tone. Most important, he should learn how to be a good listener as well, pay attention to what others are saying without getting distracted and consider others points in the conversation.

b) Improve leadership - A leader is someone who helps others do and become more than they ever thought possible. Leadership is about unlocking potential, whether individual potential or that of a group, company, or organization. It is not about telling people what to do, but inspiring them to see what they are capable of, then, helping them get there. For Parker, there are a lot more to improve in those areas.

c) Manage anger and be more positive ± Anger can be destructive to oneself and others. Therefore, the ability to control anger is very important, for it helps Parker communicates more efficiently, establish new relationships, as well as maintain existing ones in future. Being positive is probably a good step to Parker to avoid from being angry. In order for him to empower and motivate his employees, he simply needs to be a genuine, positive and cheerful person. He can be as positive as he wants to be if he will simply think about the future, focus on the solution and look only for the good.

d) Gain constructive feedback - Constructive feedback is a direct communication between the manager and his subordinate about the task he has not performed in a desired manner. It should be taken and given impersonally, without criticism and without giving a let down feeling to anybody. It needs to be more of factual. The manager should provide a path for resolution of issues at hand. Criticizing the employees will hurt them, they might turn rigid and they might not accept the changes required. Feedback should be given immediately after the incident/ event. It should be given timely and at right place. Use of harsh tone should be avoided. The manager should begin with a positive feedback. If the person has performed well and accomplished / over achieved his targets, he should be appreciated. This will keep him motivated and the manager this way will get a skillful and well motivated team of employees which in turn will contribute to organization's success. Negative feedback can be given but it should be given tactfully. The manager should be specific in telling the employee what went wrong, how can it be handled now, and what impact it had on other employees in organization and on society at large. The employees suggestions and views should also be taken into consideration. Constructive feedback helps to build relationships between managers and employees.

CONCLUSION AND RECOMMENDATION As a conclusion to the case, we can say that leadership and motivation are very important in any organization. Leadership is considered synonymous with motivation and ultimately, it is the leadership quality which leads to the success of a company through team building and motivating its people. It¶s not about who are you, but how you lead. Undeniably, Parker was an excellent employee; he is talented and has wide experience in the field to make him able to give excellent performance. Unfortunately, those didn¶t make him a good leader and that fact was the main reason why his team became less motivated. Physically, he was good in giving instructions and making plans, but psychologically he failed to understand and identify his employees¶ needs. In addition, individual differences make it harder as different people would have different thinking, feelings, behavior and of course different needs. But that was the real challenge for a good leader to learn how to manage his subordinates well and satisfy all parties. Team conflict of interest is an expected part of any organizations. Clash of thoughts, ideas, process, procedure or even attitude can derail a project if not handled well. However, not all conflict is bad, when well channelized it can be highly productive. While resolving conflict, leader (Parker) should study its causes and consequences well. Figure out the best way to resolve it, without sounding biased. Do not get involved into all conflicts but give time to the members to resolve it on their own. Let them know subtly that you trust their intelligence and experience, and have enough confidence that they will work through their conflicts. Inculcating or choosing people with more or less common shared values will ensure a good working relation among the team. A leader is someone who can overlook a failure and ensure collective success for the group. To be a good team head, Parker must be a part of the team and lead by example. And most important, everyone in the team, including the company should get involved in managing any conflict and develop good relationship with each other.

Similar Documents

Premium Essay

Arctic Mining Consultants Solution

...COMMUNICATION AND CONFLICT RESOLUTION Communication channels are very important in every organization for proper accomplishment of goals that are set. This involves both vertical and horizontal communication within an organization. How the managers communicate to their juniors and vice versa is very important since it will minimize conflicts within the organisation as the arising issues get addressed using the right channels. For instance in this case, it was very important for Parker to know how to express his dissatisfaction with the accomplishment of Miller in the right way without causing more problems. However, the way Parker was addressing the problem caused more misunderstanding between Parker and Miller which made their accomplishments to deteriorate rather than improving. Parker was too harsh on Miller and Boyce due to their poor performance instead of looking for ways to motivate them in order to improve their performance. Parker also failed to appreciate the improvement of the two when they worked extra harder to accomplish more than expected. This made it difficult for him to solve the problem. According to Bendersky (2007), it is necessary to follow the right procedures to express your grievances among your employees in order to address the problem properly. In organisation, human resource managers and other supervisors always have conflicts with the people working under them due to the conducts of these people, under performance and other problems. It is therefore...

Words: 374 - Pages: 2

Free Essay

Arctic Mining Consultants Case Study

...Running head: Case Study Arctic Mining Consultants Case Study Situation Tom Parker has been hired by Arctic Mining Consultants. Tom has specialized knowledge and experience in all nontechnical aspects of mineral exploration, including claim staking, line cutting and grid installation, soil sampling, prospecting, and trenching. He will be responsible for hiring, training, and supervising programs. The field assistants are paid a low daily wages but meals and accommodations are provided. Project managers usually the ones that will run the operation the job sites but still will report to Tom Parker. Tom Parker was assigned a project to cut a claim post every 500 years. The 15 claim would require around 60 miles of line in total they have a time frame of seven days to complete the job. There will be four guys Parker, Talbot, Boyce, and Millar should complete around seven and half lengths per day. If they complete the job in seven days all the guys will be awarded $300.00 bonus. (McShane, S.L. & Von Glinow, M.A., 2010) Here is a breakdown of each day. Day one- The group was helicopter in and everyone sat down and looked over the schedule and created a plan how long it will take, the order in which the areas will be staked and locations for helicopter landing spots. They also tags areas that might be more difficult to stake. (McShane, S.L. & Von Glinow, M.A., 2010) Day two- Millar and Boyce completed six lengths and Talbot and Parker completed eight. Parker...

Words: 1884 - Pages: 8

Premium Essay

Case Analysis: the Arctic Mining Consultants

...The symptoms of this case are 2 employees, Millar and Boyce not meeting the daily quota of lengths. The team was not able to meet the deadline set by Parker because Millar and Boyce did not meet the daily goals. Since the deadline was not met, each team member would not receive the bonus of $300.  Another symptom is Millar's lack motivation towards the end of the project. The cause of the symptoms includes low daily wages, insufficient training, and inequality. Parker was not able to effectively coach Millar about how to meet his daily goal. The team's members received considerably low daily wages for the work they did, regardless of the amount of work they did or how long it took them to do it. No training was given on how to effectively meet the goals after several days of the goals not being met. Millar was demotivated because he realized if he met his quota he would not receive feedback and if he didn't meet his quota he would be yelled at by Parker. At times Millar was the only one scolded even when Boyce did not meet the quota either. Millar and Boyce may have met the production goals if Parker would have given them appreciative coaching after he had checked their work on Day 3. Parker should have acknowledged that Millar did more on Day 4 than Day 3 and encouraged him to continue improving into Day 5. Millar was trying his best to meet the 7 ½ lengths but just could not reach it. Instead of Parker yelling and screaming at Millar, he should have focused on the positive...

Words: 657 - Pages: 3

Premium Essay

Ob, Arctic Minings Consultants, Case Study

...ARCTIC MINING CONSULTANTS Case Synopsis Arctic Mining Consultants is a mining company that deals with mineral exploration. In this case study, the project given is staking 15 claims in Eagle Lake, Alaska. The project Manager was Tom Parker, who has a wide experience and specialized knowledge in all nontechnical aspects of mineral exploration. He is a geological field technician and field coordinator for Arctic Mining Consultants. He assigned his previous field assistants John Talbot, Greg Boyce and Brian Millar to help him complete the project. The job required them to stake at least 7 lengths each day in order to be completed on time. However, the whole team has became very tense and agitated, especially Tom Parker, as the deadline was just around the corner and there’s still many to be finished within the limited time. The problem became worse with the way Tom managed and treated his team. The only motivation to the team was the $300 bonuses promised by the company when the job is done on time, otherwise, they might wished to give up already. This happened because working as a field assistant and in long-working hours only giving them low wages, which is considered unreasonable compared to what they have to do. During the eight hard days, everything had actually proved the strengths and weaknesses of each of the team members, including Tom. Case analysis symptoms 1) What symptom(s) exist in this case to suggest that something has gone wrong? The symptom(s) to suggest...

Words: 2346 - Pages: 10

Free Essay

Mangement Case

...Arctic Mining Consultants (Case Study) Tom Parker enjoyed working outdoors. At various times in the past, he worked as a ranch hand, high steel rigger, headstone installer, prospector, and geological field technician. Now 43, Parker is a geological field technician and field coordinator with Arctic Mining Consultants. He has specialized knowledge and experience in all nontechnical aspects of mineral exploration, including claim staking, line cutting and grid installation, soil sampling, prospecting, and trenching. He is responsible for hiring, training, and supervising field assistants for all of Arctic Mining Consultants' programs. Field assistants are paid a fairly low daily wage (no matter how long they work, which may be up to 12 hours or more) but are provided meals and accommodation. Many of the programs are operated by a project manager who reports to Parker. Parker sometimes acts as a project manager , as he did on a job that involved staking 15 claims near Eagle Lake, Alaska. He selected John Talbot, Greg Boyce, and Brian Millar, all of whom had previously worked with Parker, as the field assistants. To stake a claim, the project team marks a line with flagging tape and blazes along the perimeter of the claim, cutting a claim post every 500 yards (called a length). The 15 claims would require almost 60 miles of line in total. Parker had budgeted seven days (plus mobilization and demobilization) to complete the job. This meant that each of the four stakers (Parker, Talbot...

Words: 1493 - Pages: 6

Premium Essay

Arctic Mining Case Study

...Arctic Mining Case Study Tom Parker, 43, is now a field technician and coordinator for Arctic Mining Consultants. In the past he’s held various positions in non-technical aspects of mineral exploration. His past experiences include claim staking, line cutting, grid installation, soil sampling, prospecting, and trenching. For this project Parker will be acting as project manger though this is not his normal role. His responsibilities include hiring, training, and supervising a team of field assistants. Tom has hired 3 gentlemen who have worked for him on a past project at Eagle Lake, John Talbot, Greg Boyce, and Brian Millar. The project stipulates that within a seven day window the team stakes 15 claims, 60 miles in total, which would be an average of 7.5 lengths per day between the four team members. These stipulations also include mobilization and demobilization. Mr. Parker also informed the team members that each man would receive a $300 bonus, in addition to their wages, should the project be completed on time. Mr. Parker was angry with two of the team members, Millar and Boyce, who only completed six lengths a piece on the first day, while Parker and Talbot completed 7 lengths each. One the evening of the first day verbally expressed his anger and disappointment with Millar and Boyce. As the days went on the verbal abuse continued as Millar and Boyce continued to under produce compared to Parker and Talbot. Boyce improved his performance and Parker focused his anger on...

Words: 1987 - Pages: 8

Free Essay

Case

...Situation Tom Parker has been hired by Arctic Mining Consultants. Tom has specialized knowledge and experience in all nontechnical aspects of mineral exploration, including claim staking, line cutting and grid installation, soil sampling, prospecting, and trenching. He will be responsible for hiring, training, and supervising programs. The field assistants are paid a low daily wages but meals and accommodations are provided. Project managers usually the ones that will run the operation the job sites but still will report to Tom Parker. Tom Parker was assigned a project to cut a claim post every 500 years. The 15 claim would require around 60 miles of line in total they have a time frame of seven days to complete the job. There will be four guys Parker, Talbot, Boyce, and Millar should complete around seven and half lengths per day. If they complete the job in seven days all the guys will be awarded $300.00 bonus. (McShane, S.L. & Von Glinow, M.A., 2010) Here is a breakdown of each day. Day one- The group was helicopter in and everyone sat down and looked over the schedule and created a plan how long it will take, the order in which the areas will be staked and locations for helicopter landing spots. They also tags areas that might be more difficult to stake. (McShane, S.L. & Von Glinow, M.A., 2010) Day two- Millar and Boyce completed six lengths and Talbot and Parker completed eight. Parker was not happy with Millar or Boyce numbers but did approach them...

Words: 333 - Pages: 2

Premium Essay

Comm 105

...Introduction Tom Parker, a geological field technician with Arctic Mining Consultants was assigned the task of staking claims near Eagle Lake, British Columbia. He selected and brought three other men, who were experienced in the job. When they arrived up north, Parker let his team members know that they must complete a total of a little over seven ‘lengths’ per day in order to complete the entire project in a targeted seven days. Parker provided rewards to all workers if they were to accomplish the task in such a short period of time. When they began staking land, it had been noted that both Greg Boyce and Brian Millar were unable to stake the required seven lengths each day. Parker was not impressed with either of their work efforts but only proceeded to torment Miller. Parker’s constant yelling caused Miller to subconsciously exert less effort towards his work. Parker failed to effectively use his legitimate power correctly, instead it appeared that he was resorting to the use of cohesive power. Although Parker expected seven lengths of each team member, he should have consulted the other members and created solidified team norms to ensure this expectation could be a reality. When dealing with this conflict, Parker had a very forceful approach to dealing with his and Miller’s conflict. Both Parker, Miller needed to be aware of the other possibilities to deal with conflict; with the implementation of such courses and training programs that specify in conflict resolution, this...

Words: 2112 - Pages: 9

Premium Essay

Case Study Ob

...CASE STUDY ORGANISATIONAL BEHAVIOUR « ARTIC MINING CONSULTANT » Leadership, motivation, relationships and teambuilding are frames that must be taken as very important in the realization of a one’s project. Indeed, a strong leadership permits to motivate the team members, which improves productivity ; in the same way, relationships inside the team impact how the members will feel, their satisfaction, fulfillment, and whether the project will fail or pass. The case we have to analyse deals with the organization of a project Tom Parker is an experienced geological field technician and a field coordinator for Arctic Mining Consultants. Tom had to lead an assignment in which he was expected to stake 15 claims close to Eagle Lake, British Columbia. In this way, he selected Greg Boyce, John Talbot and Brian Millar to be his field assistants, as he had already worked with them. The objective was to complete the job in one week. Each member of the team had a minimum of lengths to stake each day and the prime for reaching the quotas was $300 per person. But, the fact is that some problem occured, several problem were present at the beginning, and it influenced the good realization of t. In this report, I will discuss this case around the main problem that I found, the other problems related to it and give some recommandations, some alternatives to solve it (or not to do it next time).he project The problems that occured in this case : the manager Parker did not well...

Words: 2474 - Pages: 10

Free Essay

Baffin Lands Iron Ore

... Prepared for: SHAWKAT KAMAL COURSE INSTRUCTOR PORTFOLIO MANAGEMENT AND INVESTMENT ANALYSIS (F605) Prepared by: Group 8 HASNAT AHSAN MOHAMMAD ZILLUR RAHMAN AFM RIASAT HOSSAIN MD. RAIHAN SHOUROV CHALAN KANTI ROY DAMIL ALAM PRAKASH 43 E-10 46 D-132 46 D-134 46 D-139 46 D-141 47 D-37 Concerns • • • • The Mary River Property Baffinland Iron Mines Corporation Nunavut Iron Ore Acquisition Inc Arcelormittal The Mary River Property • Located 3000 kilometers directly north of Toronto. • High grade iron ore deposit first discovered in the 1960s by Murray Watts and Ron Sheardown. • First exploratory work “indicated a resource of about 120 million tonnes grading approx. 68 percent iron. Problems of The Mary River Property • Is in Arctic Circle • There was permafrost on the ground, which may cause surface to become unstable • Was no infrastructure to speak of • Average temperature in winter was 28 C • Due to latitude and location, used to remain dark for many continuous months Baffinland Iron Mines Corporation • Incorporated in 1963 as Baffinland Iron Mines Limited. • McCloskey and McCreary acquired a significant share of Mary River Property in 2003 and then created Baffinland Iron Mines Corporation in 2004. • Both became chairman and ceo of Baffinland respectively. • Raised $14 million via a reverse takeover and conducted a preliminary study on Mary River • After exploration it was found that Mary River had significant and high quality iron ore deposits • Initially...

Words: 1575 - Pages: 7

Free Essay

Case Study Iia Australia and New Zealand: Doing Business with Indonesia

...CASE STUDY IIa Australia and New Zealand: Doing Business with Indonesia There are thousands of Australians, both individually and as members of organizations, who share trade and education with Indonesia as do New Zealanders. Yet, though geographically part of Asia, citizens of Australia and New Zealand are members of cultures very different from any other in Asia. As increasingly they seek to trade in Asia, so also do they need to learn to manage such differences; and doing business in Indonesia is a good example. Travelling time by air from Perth, Western Australia, to Indonesia is slightly less than four hours, yet the cultural distance is immeasurable. In January 2007, the Jakarta Post reported GDP growth had risen to over 5%. Consumer consumption drives the economy but exports are thriving, and therein lay opportunities for Australia and New Zealand. Indonesia is a country of more than 17,000 islands and the world’s largest Muslim nation. In her lecture, Dr. Joan Hardjonoof of Monash University discussed the historical and geographic contexts of modern Indonesia. She spoke of the many clusters of islands worldwide that have come together as nation states—for example, the Philippines and some island groups in the Pacific—but described the Indonesian archipelago as in a class of its own. It is unique in terms of extent and diversity. For example, Java and Bali have fertile volcanic soils, while elsewhere the land is rich in mineral resources such as oil, natural gas, and coal...

Words: 1545 - Pages: 7

Premium Essay

Corporate Environment Sustainability

...NEWCASTLE BUSINESS SCHOOL & LEARNING DEVELOPMENT GSBS6001 ASSIGNMENT 2: Individual Case Study Analysis Analytical argument and recommendations ANALYTICAL ARGUMENT Below are descriptions outlining the features of 3 paragraphs. Read each one. Description 1 * ------------------------------------------------- There is no topic sentence, so the main idea of the paragraph is unknown * ------------------------------------------------- The writer summarises the key point of each source * ------------------------------------------------- The writer’s point of view is unknown * ------------------------------------------------- There is no indication of how the theories are similar or different Description 2 * ------------------------------------------------- The Topic Sentence expresses the writer’s argument (or point of view) * ------------------------------------------------- Ideas-prominent referencing indicates an analytical quality in the writing by expressing how content/ideas are related (e.g. 3rd sentence) * ------------------------------------------------- Critical evaluation is stronger and supported by additional evidence Description 3 * ------------------------------------------------- The topic sentence indicates the overall focus of the paragraph * ------------------------------------------------- The writer shows links between the 3 theorists by using connective words *...

Words: 1501 - Pages: 7

Free Essay

Artic Mining Consultant

...skills. Analysing a case study allows you to simulate some of the complexities and ambiguities that are present in real organisational problems and consider practical and evidence-based solutions. You will analyse the events in a case study (see below) and apply relevant OB principles to analyse the case. You will support your analysis with relevant OB research from at least 5 academic, peer-reviewed journal articles. The assignment is approximately 1500 words (not including title page or references) and is worth 25 marks. The assignment must be submitted via the LMS by 5pm on Friday, 30 November. Assignment Guidelines o Select one of the cases listed below. Both cases are printed in the McShane et al. (2010) textbook: o Arctic Mining Consultants (pages 616-619) o High Noon at Alpha Mill (pages 630-633) o Read the case carefully and write a report that includes the following elements: 1) Title Page (note: not included in word count) that includes • Your name & student ID number • Subject code and location (MGT2OBE, Montpellier) • Name of the case • Date of submission 2) Introduction and Conclusion • Include a separate introduction and conclusion paragraph. The introduction should be a relatively brief and engaging introduction to the report and should also briefly outline the contents of your paper. The conclusion should include a brief summary of the paper’s major points and concluding thoughts. 3) Summary of the Case • Provide a clear and concise summary of...

Words: 1583 - Pages: 7

Free Essay

Tnk-Bp

...The year 2011 will go down in global corporate history as the year when one of the world’s largest energy companies, BP, and the Russian state company, Rosneft, unsuccessfully attempted to form a strategic partnership on Arctic development. This failure was caused by the contractual and legal objections of the AAR consortium - BP’s partners in the Russian oil company TNK-BP. In 2003-5, BP and the AAR consortium led by three billionaires with Russian connections - Mikhail Fridman, Len Blavatnik, and Viktor Vekselberg - merged their Russian oil corporate assets - TNK, Sidanko, and Onako and their subsidiaries - under the umbrella of TNK-BP.2 This joint venture was established on a 50/50 basis, the operation of which required mutual joint decision making. The partners also signed a shareholding agreement on TNK- BP’s right of first refusal in relation to potential future oil and gas projects offered to BP or AAR in Russia and Ukraine. This agreement was subsequently used by AAR to stop the BP-Rosneft deal in international courts. Unfortunately, this was not the first time that BP had been unable to change the way it conducted its business in Russia. The first example occurred in 2007-8 when BP was reported to be keen on having Gazprom as a partner instead of AAR. This move would have transformed the TNK-BP joint venture into Gazprom-BP. This did not transpire. Second, in the spring-summer 2008, there was a turbulent ‘misunderstanding’...

Words: 9031 - Pages: 37

Free Essay

Aurora Expeditions

...expeditions Scotland, Arctic & Russia Scotland and Faroe Islands | European Arctic | Russian Arctic | Russian Far East 2012 it Stra it tra Denmark S Denmark ATLANT C A T L A N T II C OCEAN OCEAN St Kilda St Kilda Reykjavik Reykjavik GREENLAND GREENLAND Isafjordur Isafjordur ICELAND ICELAND Oban Oban Faroe Faroe Islands Islands ouu SSo b byy ss ree or So Scc nd nd 90° 90° 60° 60° 30° 30° Edinburgh Edinburgh UK UK Norweg an N o r w e g iia n Shetland Islands Shetland Islands G een and G rre e n lla n d Sea Sea Spitsbergen Spitsbergen Longyearbyen Longyearbyen 0° 0° North North Sea Sea NORWAY NORWAY Sea Sea North North Pole Pole 30° 30° 60° 60° 90° 90° Franz Josef Franz Josef Land Land Novaya Novaya Zemlya Zemlya 2012 EXPEDITION PROGRAM CRUISE DATES VOYAGE * Kayaking Option # Diving Option WILD SCOTLAND & EUROPEAN ARCTIC 11-24 June 14 days WILD SCOTLAND AND THE FAROE ISLANDS*# SPITSBERGEN ODYSSEY* SPITSBERGEN ODYSSEY*# JEWELS OF THE ARCTIC *# JEWELS OF THE ARCTIC * RUSSIAN COAST TIC IC ARC T ARC E CL E L CIR C CIR B aren ts B aren ts Murmansk Murmansk Sea Sea a lya mly em Ze aaZ yy vaa oov N N Kara Kara Sea Sea PAGE 8 R R 19-29 July 11 days 29 July-8 Aug 11 days 8-21 Aug 14 days 21 Aug-3 Sept 14 days 10 10 12 12 25 June-7 July 13 days 7-19 July 13 days 19-31 July 13 days 31 July-13 Aug 14 days 13 Aug-7 Sept 26 days 8-21 Sept 14 days RING OF FIRE* BERING SEA EXPLORER*...

Words: 19097 - Pages: 77