...Running head: BMW'S DREAM FACTORY AND CULTURE BMW's Dream Factory and Culture BUS/520 BMW's Dream Factory and Culture BMW, with more than $60 billion in sales, is much smaller than its American rivals. However, the U.S. auto giants could still learn some things from BMW (Reh, n.d., para.1). BMW’s culture could be considered one driven highly by teamwork. BMW’s 106,000 employees have become a network of committed associates with few hierarchical barriers to hinder innovations. Individuals from all levels of BMW work side by side. Which creates informal networks where even the most unorthodox ideas for making better Bimmers or boosting profits can be voiced? The difference at BMW is that managers don’t think they have all the right answers, their jobs are to ask the right questions (Reh, n.d., para. 2). Leadership is the process of developing ideas and a vision, living by values that support those ideas and that vision, influencing other to embrace them in their own behaviors, and making hard decisions about human and other resources. The model of leadership used at BMW would be one of delegate style where the leader permits the team to make the decisions within prescribed limits (Hellriegel, & Slocum, 2010). A good example of this model/style being used would be when the demand for the 1 Series compact soared, plant manager Peter Claussen volunteered to temporarily use the brand new factory in Leipzig, Germany which had be designed for the 3...
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...STRAYER UNIVERSITY WEEK 3 Assignment 1: Finding the Leader in You: Self-Assessment/Johari Window Joyce B. Shaw Dr. Sandra R. Bryant, Instructor BUS 520 - Leadership and Organizational Behavior April 26, 2013 Finding the Leader in You: Self-Assessment/Johari Window The originators of the Johari Window, Joe Luft and Harry Ingram, developed a model to improve self-awareness and promote understanding between individuals in a group. The model consists of four quadrants (or windows) that provides information that we know about ourselves, what we do not know about ourselves; what others know about us, and what others do not know about us. They state that communication involves information; however information is not static but moves from one quadrant to another by means of awareness, insight, self-disclosure, and feedback (Johari Window, 2009). This author completed a Jung Typology Test (2013), which noted a preference toward introversion (78%) over extraversion, sensing (12%) over intuition, thinking (38%) over feeling, and judging (33%) over perceiving. The essence of Jung's psychological type theory is that much seemingly random variation in behavior is actually quite orderly and consistent due to basic differences in the way individuals prefer to use their perceptions and judgment. Perception involves how people become aware. Judgment entails coming to conclusions about what has been perceived. Systematic differences in how perception and judgment are...
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...Running head 1 BMW's Dream Factory & Culture Christian Chenard Strayer University Dr. Theresa J. Bowen Leadership and Organizational Behavior - BUS 520 April 2010 BMW's Dream Factory & Culture 2 How would you describe the culture at BMW? Entrepreneurial culture is rarely the norm in German corporations. Employees at BMW are innovative because management has learned from experience that listening to assembly workers' ideas and customers likes make for a very creative culture. The employees at the plant, to include engineers, assembly line employees and management are known to brainstorm when a problem arises with a car model in production. The task force concept is a powerful tool BMW has learned to use when it needs to either solve a problem or create a new concept of operation for a project. (Hellriegel, D. & /Slocum J, 2007, pp.522-524). Managers came to realize that they don't necessarily have all the right answers. Audi and Toyota are BMW's closest market rivals in Germany and this keeps everyone at BMW thinking from top to bottom. No sooner does an innovation hit the market, people at BMW stay on their toes to see if that is something their clientele might go for in a "Bimmer" or not. Norbert Reithofer, the current CEO at BMW stated "we push change through the organization to ensure its strength. There are always better solutions". (Hellriegel, D, 2007, p522)....
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...Using Motivation to Improve Performance Mourad Ahmed Dr. Hammad Elbedour BUS 520 2/14/2016 Outline 1. Introduction A. Attention getter: Motivation is one of the most complex issues in management of organizations given that employees respond differently to motivational factors. Therefore, it is important to ensure that the leader utilizes sound motivational tools that meet the needs of their employees. B. Thesis statement: Motivation helps managers improve the performance of their organizations through recognition of employees, involving them in decision-making, and ensuring they grow both professionally and personally. C. Preview of main points: I. Using recognition II. Providing opportunity for growth III. Involving employees in decision-making 2. Body A. Main point: Using recognition as an intrinsic motivator helps improve performance in an organization. I. Sub-point: Employees respond more effectively to intrinsic motivators such as recognizing their efforts unlike awarding them tangible incentives such as monetary rewards. a. Sub-sub-point: Recognizing the effort of an employee would show that the organization values them and that their efforts are crucial for the success of the company. B. Main point: Providing opportunity for both personal and professional growth of employees can help improve performance. I. Sub-point: Employees can be motivated to improve their overall performance if they are given equal opportunities...
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...“CONFLICT RESOLUTION AT GENERAL HOSPITAL” Page#1 Conflict Resolution at General Hospital Professor McGrath Leadership and Organizational Behavior Bus 520 6/06/2011 Page#2 Discuss the conflict that is occurring at General Hospital Conflict at General Hospital seems to have started before CEO Mike Hammer hired Marge Harding. When hiring Harding conflict just seemed to escalate to a new level. Harding lacked importance of commitment, she showed this when the new life altering technology was being installed, vacation time. It also seems like she displayed a little fight and flight minus the fight. Harding left her assistant in charge of handling the first week of a “New Way”. She also displays no regard to Team/Leader expertise, Harding solely based her decision to implement this new way of having tests read on advice from a former colleague with alternative political motives. Harding was sure with this cutthroat hardnosed decision she figured she would be able to skip a couple of rungs on the ladder to leadership. Bad decisions as this only escalated conflict, especially when the decision to fire co-worker Dr. Baker who was a trusty EKG reader, without consulting or informing co-worker. That one mistake caused a notion that there were never going be any likely hood of commitment from the staff Discuss the conflict management styles that are evident in the case. Most evident is an Intrapersonal Conflict, when Harding displays attributes...
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...BUS520 Week 3 Assignment Trader Joe BUS 520 July 19, 2014 You need to examine the approach Trader Joe’s uses to promote a positive work environment for employees. Determine at least three (3) ways in which Trader Joe’s is able to increase job satisfaction and performance. From the case study, it is very clear that Trader Joe has become successful in creating a decent working environment for the employees in stores. Friendly working environment depends a lot on the willingness and commitment of the employees as well as the leadership style. Trader Joe’s leadership style is employee friendly and thus he is being able to get the full commitment out of the employees. The employees need to feel that the company is giving proper importance to them and it is the responsibility of the organization to develop such a feeling in the mindset of the employees. Trader Joe has set a lot of examples of it. He allows all of his employees to taste the products and also gives them intrinsic and extrinsic rewards. These activities allow the employees to think them as important part of the company and give them the encouragement to give full commitment to repay the organization. Moreover, the employees have some certain demands and needs. (Cribbin, 1972) If the company can fulfill those demands and needs, the employees are happy and committed. Trader Joe knows that very well. The employees are satisfied as their psychological needs are fulfilled with decent salaries. Also their...
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...Allan Mulally, CEO, Ford Motor Company Laverne Oliver Professor Thomas Swinney BUS 520 November 13, 2011 Alan Mulally, CEO, Ford Motor Company Leadership and learning are essential to each other. Some believe that leaders and born and others believe that leader are made. An individual natural gift such as talents and traits, aids in understanding one’s potential role of leadership. However, personal traits are not the only tools needed to become an effective leader. Experience, mentoring, and training are also important factors in the role of leadership, and are learned and developed through the lifetime of an individual. Discuss the role of leadership and how it can impact organizational performance Leaders who receive the acceptance of its employees will greatly influence the organization’s performance. To have great organizational performance, leaders should develop specific and clear goals; have professional reviews and offer feedback, and link actions to rewards. “Leadership is the process of developing ideas and a vision, living by values that support those ideas and that vision, influencing others to embrace them in their own behaviors, and making hard decisions about human and other resources” ( Hellriegel & Slocum, 2011, p. 290). Effective leaders realize that mistakes will happen, and often use the mistakes as learning experiences. Starting a new project or turning a trouble organization around is often instrumental...
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...Running Header: The CEO and Organizational Culture Profile 1 Week 8 Assignment 2: Integrating Culture and Diversity in Decision Making Michael Haidar Strayer University Professor Ronald Jones BUS 520 Leadership and Organizational Behavior November 30, 2014 Google, the most widely used web-based search engine, was founded in 1998 by Stanford University graduate students Larry Page and Sergei Brin. As a research project in 1996, Page and Brin began developing a search engine designed to look at the connecting links between web pages in order to determine a site’s authority. In 1998, Page and Brin set up their first data center in Page’s dorm. With the encouragement of fellow Stanford alum David Filo, who started Yahoo a few years earlier, page and Brin decided to start a company and started looking for investors to back them. Andy Bechtolsheim, one of the founders of Sun Microsystems, invested $100,000 in the company after receiving a demo of their search technology. The pair eventually raised over $1M (Anto, 2002, p. 188). Every organization has its own culture. Since many employees spend 40 or more hours at their workplace, their organization’s culture obviously affects both their work lives as well as their personal lives. Organizational culture is defined the system of shared actions, values, and beliefs that develops within an organization and guides the behavior of its members. Although each organization has its...
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...Assignment 2: Integrating Culture and Diversity in Decision Making: The CEO and Organizational Culture Profile BUS 520 – Leadership and Organization Dr. Danielle Camacho Tomika Williams Provide a brief (one [1] paragraph) description of the organization you chose to research. I chose to research Southwest because living in Atlanta, Georgia I’ve personally waited for the discount airline to land on our doorstep and they did just that with the merger and acquisition of Airtran Airways. Southwest by way of the merger is now in Atlanta which is the nation’s busiest airport (McCartney, 2013). Southwest bought AirTran way back in 2011 for $1.4 billion with the intention of combining fleets and operating the newly merged airline under the Southwest brand. Another specific reason for Southwest opting to obtain AirTran was – in part – to extend its reach to AirTran's international destinations in Mexico and the Caribbean. Southwest was also able to expand its presence in the Northeast to cities not previously serviced by Southwest i.e. New York and Boston. Southwest by way of the merger is now in Atlanta which is the nation’s busiest airport (McCartney, 2013). Examine the culture of the selected organization. Southwest Airlines is probably one of the better examples of a company that outlined a very clear and simple key business principle, chose the right business model to support that principle, and consistently demonstrates the core values and behaviors derived from their...
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...Running Head: Conflict, Decision Making, and Organizational Design Conflict, Decision Making, and Organizational Design Strayer University BUS 520 1. Discuss how you could apply negotiation strategies to address potential conflicts in the workplace. The primary focus at Department of Veterans Affairs (VA) is patient/Veteran care and establishing new Veteran enrollees. This is done by direct marketing among other forms of outreach. For VA, negotiation will be important in not only establishing a new enrollee, but keeping that enrollee as well. According to Hellriegel and Slocum, integrative negotiations are used to “achieve results that benefit both parties” (2011, p.397). By consistently explaining and showing Veterans the benefits, they gain by maintaining their health care through VA, and how the outcome will benefit them, VA will continue to receive the federal funding to continue sustained operations for the coming years. According to Hellriegel and Slocum in order for integrative negotiations to be successful, VA should follow these principles: * Separate the people from the problem- VA’s staff must not allow their personal issues with Veterans to interfere with the negotiation process instead focus on the issue at hand. * Focus on interests, not positions – Understand the needs and interests of the clients instead of being concerned about title. * Invent options for mutual gains- This is where creative decision making comes into play. By presenting the client...
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...THE GEORGE L. GRAZIADIO SCHOOL OF BUSINESS AND MANAGEMENT ------------------------------------------------- LEGL 470.41 LEGAL ENVIROMENT OF BUSINESS PROFESSOR LISA D. HERZOG SUMMER 2013 MONDAY 6:00 P.M TO 10:00 P.M. IRVINE GRADUATE CAMPUS ------------------------------------------------- Obesity Lawsuits Against the Fast Food Industry Final Paper August 2, 2013 Breanna Neal I. Introduction Should you be able to sue a restaurant such as McDonald’s for your obesity? Well, it depends who you ask. The customers of such fast-food companies believe their health problems were caused by overeating their addictive fatty foods. Lawmakers are on the other end of the spectrum attempting to ban such litigation because they believe that it is the consumer’s responsibility to not overeat. Today we live in a society where many do not want to take responsibility for their own actions. Everyone wants to jump on the band wagon and sue a business. I decided to take a look at the obesity lawsuits over the years against fast-food companies in order to find out what protection they have from such disgruntled customers. There are many different positions on the topic and various legal cases that went to court. In this research paper I am going to expand on my findings of this controversial topic. First, I will explain the history of obesity law suites and how the first one led many others to sue. Next, I will cite, describe, and analyze various obesity law suits...
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...Conflict, Decision Making, and Structure Paul McKenzie Strayer University Leadership and Organizational Behavior Bus 520 Dr. Keith W. Langner December 20, 2012 Conflict, Decision Making, and Structure From the inception of time, the human race has been experiencing and grappling with conflicts of all kinds—both internally and externally. In most recent years, however, conflicts in the workplace have become more prevalent due to diverse cultures, organizational structures, and workplace dynamics such as stress, discrimination, cultural difference, idiosyncrasy, pay inequality, grievance and dispute, and others. These prevailing conditions have and are affecting organizations of all sizes. As a result, many companies are forced to implement guidelines and strategies so as to mediate, mitigate, manage, reconcile, and resolve such existing conditions in a more effectively manner, while creating better-working environments. Having said that, this paper intends to objectively address four given scenarios surrounding conflict, decision making, and organizational design. Those scenarios will be addressed in the following sequence: (1) negotiation strategies used to address potential conflicts in the workplace, (2) evidence-based management and its relevant application, (3) analysis regarding effective methods and creative-decision making, (4) and environmental and strategic factors that affect the organizational design of a researched company. Negotiation...
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...ECON 125-HK2. Economics for Managers Exam http://homeworkfy.com/downloads/econ-125-hk2-economics-for-managers-exam/ To Get this Tutorial Copy & Paste above URL Into Your Browser Hit Us Email for Any Inquiry at: Homeworkfy@gmail.com Visit our Site for More Tutorials: (http://homeworkfy.com/ ) > TAKE ASSESSMENT: EXAM 1 Question 1 2 points Save Which of the following economic systems abolishes all private property? communism socialism fascism all of the above Question 2 2 points Save The profit motive is one characteristic of a command economy. True False Question 3 2 points Save In a market system, the government enforces laws ensuring that private enterprises and conditions of competition will prevail. True False Question 4 2 points Save The most common type of business in the United States is the corporation. True False Question 5 2 points Save Laissez-faire is a policy of no government intervention in the economic activities of individuals and businesses. True False Question 6 2 points Save In a partnership, each partner’s liability is limited to his or her contribution to the partnership. True False Question 7 2 points Save There are no government-regulated markets in the U.S. economy. True False Question 8 2 points Save Which of the following is not among the United States’ economic goals? ...
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...Assignment 5: Conflict, Decision Making, and Organizational Design BUS 520 – Leadership and Organizational Behavior A potential conflict that could arise for Strayer University is the need to improve the graduation rate. From a report in 2011, Strayer University had an average graduation rate of fourteen percent. There are a few factors that cause the graduation rate to be low. Strayer University is in the category of a for-profit institution. For-profit institutions usually do not offer electives to students. "For-profits offer highly structured programs, with no electives. You're on a clear path." (Clark, 2011) For-profit institutions have a higher tuition than other schools. Many of the students borrow in the form of federal loans or receive federal grants to attend these schools, thus created a large amount of debt for students. This does, however, increase the profits of the school. For-profit schools do not make money the way other schools make money off of state grants and scholarships. Some of the students that attend for-profit institutions are not prepared for the type of courses that are offered there. Some of the students are not disciplined enough to sign onto the school’s website for the course material and follow the lesson plan, if the student is enrolled in an online course. There are also students that are attending nontraditional schools because they are the first in their family to attend school. Many of these students tend to drop out of school...
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...what do we do? IESC provides the following services to all international (F1) students once they have been formally admitted to the university: 1) Ensure that students comply with the laws and regulations of the U.S. Citizenship and Immigration Services (USCIS); 2) Refer students to the appropriate department for academic advising in their major field of study; 3) Advise students with personal or academic related problems; IESC FUNCTIONS (con’t) In addition to providing immigration advisement services, the IESC also coordinates cultural and social events so that international students can share their national heritage with the campus educational community. A New Student Orientation Program is provided before the semester begins to assist international students in adjusting to the campus environment and American customs. CONTACT INFORMATION Address: 18111 Nordhoff Street Northridge, CA 91330-8445 Telephone: (818) 677-3053 Fax: (818) 677-4191 Website: Location: www.csun.edu/international University Student Union (USU), Building C Click here for a campus map. HOURS OF OPERATION Office Hours Monday-Friday, 8:00am-5:00pm (Students may pick-up and drop-off documents during these hours. Please call ahead to check on the status of your request.) Walk-In Advising Hours Monday-Friday, 9:00am-12:00pm and 1:00pm-4:00pm (Foreign Student Advisors are available to meet with students—no appointment required.) Note: Walk-in Advisement schedule is subject...
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