...Marissa Mayer’s Work-From-Home Ban Final Exam Paper Marissa Mayer’s Work-From-Home Ban On July 16, 2012, Marissa Mayer was appointed as President and CEO or Yahoo!. The placement was effective the following day. Mayer is a member of the board of directors at Yahoo! as well. Before taking the position of President/CEO with Yahoo!, Marissa worked for Google for the previous 13 years. She is one of the youngest CEO’s for a fortune 500 company according to Forbes. Since Mayer has taken over as CEO, Yahoo! stocks have risen 59%. (Forbes online, April 2013) In September 2012, two months after becoming CEO, Mayer announced a major change. She implemented a ban on working from home. Mayer made the decision in hopes of creating higher productivity as well as a more unified company culture. In the memo she delivered to Yahoo! employees, Mayer’s states “To become the absolute best place to work, communication and collaboration will be important, so we need to be working side-by-side. That is why it is critical that we are all present in our offices. Some of the best decisions and insights come from hallway and cafeteria discussions, meeting new people, and impromptu team meetings. Speed and quality are often sacrificed when we work from home. We need to be one Yahoo!, and that starts with physically being together.” (Mayer, Forbes Online, 2012) Her decision to take away employee’s ability to work remotely was met with a lot of criticism. Employees were unhappy because a privilege...
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... Company Profile & Main Issues 1 ii. Marissa Mayer 2 2. Political and Cultural Context in Yahoo – How it Contributed to the Lack of Growth and Direction 3 3. How could Yahoo Turn Around their Business? 4 3.A. Cultural-Excellence Approach 4 i. A Bias for Action 4 ii. Closeness To the Customer 4 iii. Autonomy and Entrepreneurship 5 iv. Productivity Through People 5 v. Hands-on Management 5 vi. Stick to the Knitting 5 vii. Simple Form, Lean Staff 5 viii. Simultaneous Loose-tight Organisation 5 3.B. Organizational Learning 6 4. Recommended HR and Leadership Practices 7 4.A. Human Resource Practices 7 i. Fair Evaluation System of Employees 7 ii. Open House Discussions and Feedback Mechanism 7 iii. 360 degree Performance Management Feedback System 8 iv. Attract, Recruit and Retain the Right People 8 4.B. Leadership Practices 9 i. Participative Leadership Style 9 ii. Transactional Leadership Style 10 iii. Transformational Leadership Style 10 5. Potential Sources of Resistance Among Yahoo Employees 11 6. Conclusion 11 7. References 12 1. Introduction i. Company Profile & Main Issues For nearly ten years, Yahoo has delivered Web services to millions of people daily, and in the process made billions of dollars. As the history off Yahoo unfolded and experienced a phenomenal climb to success, Yahoo creators and shareholders were confident in their goldmine...
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...O’Leary, M. B. (Mar 15, 2013). Telecommuting Can Boost Productivity and Job Performance Retrieved from http://www.usnews.com/opinion/articles/2013/03/15/telecommuting-can-boost-productivity-and-job-performance. A. Companies should not require all employees to work on site all the time. While telecommuting is popular, it is not something that's run amok and–when well managed–it boosts productivity, commitment, work-life balance and retention. Presented by Michael Boyer O'Leary is an assistant professor of management, Georgetown University's McDonough School of Business. Relevance based on the authors review of the actualized benefits of some workers working from home B. This article is about the benefits of some employees working from home. The argument is that some not all teleworkers do see a boost in productivity, employee retention and work life balance. Mr. O’Leary an assistant processor at the prestigious Georgetown University, Directly sites Yahoo’s recall of employees back to the office as an example of a mistake. The author uses research from Stanford University, The US census and the Harvard school of business to further strengthened his position on the subject. 2. Tolentino, M. (Oct 14, 2013). Telecommuters Vs. Office Workers: Who’s More Productive? Retrieved from http://siliconangle.com/blog/2013/10/14/telecommuters-vs-office-workers-whos-more-productive/ a. Yahoo and Hewlett-Packard CEOs Marissa Mayer and Meg Whitman have faced criticism for their...
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...YAHOO & APPLE Course Project HRM 587 Managing Organizational Change Professor Change management: Yahoo & Apple What was true more than two thousand years ago is just as true today. We live in a world where "business as usual" is change. New initiatives, project-based working, technology improvements, staying ahead of the competition, emerging stronger from the recession - together these drive changes to the way we work. (from A Sense of Urgency, by John P Kotter Published By Harvard Business Press, 2008) Today more than ever before, we can feel that we live in an era of risk and instability. Globalization, new technologies, and greater transparency have combined to upend the business environment and give many CEOs a deep sense of unease. The management structure of an organization as well as personal leadership style CEO’s and other senior leaders’ affects how individuals within a company make decisions and how quickly the company reacts to various challenges and opportunities. From basic definition of change we learned that the origin of the necessity of change lies in the dissatisfaction with the current state or the perception of a problem. The objectives, content, and process of change should be specified as part of the change management plan. Change management processes can benefit from creative marketing to enable communication between change audiences, and a deep social understanding about...
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...of the founder son Kiichiro Toyoda. Toyoda had traveled to the United States and the Europe to undertake the investigations on the productions of the automobiles, and he had started researching on the gasoline powered engine back in 1930. The company is the largest car manufacturing company in the world. The operational strategy is aimed to get a competitive marketplace through providing vehicles of high quality at very competitive prices. The company has unique philosophies which seek to deal with the empowering workforce, and to develop the abilities. All the above factors aid the firm to execute its plan efficiently as outlined below. The Toyota Company has so far dealt with defects whenever they occur. This has helped the company to save a lot of money as a result of minimizing the costs of time, efforts and resources through the use of the control techniques when the problems occur. The idea has helped the company to avoid the unnecessary spending on the personnel and also the control techniques which are utilized in operations which work well. However, the company has often identified the origin cause of the errors which aids to avoid most of them in years to come. The idea has so far made the company to minimize the defects of the commodities. The company has employed a lot of strategies to empower the workforces. It has given them the authority to halt the line of the assembly each and every time they recognize ant defect. The corporation will be capable of identifying...
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...country and is how some people “go” to work every day. Being able to work from home, hotel, or anywhere you can think of, is telecommuting or teleworking. Decades ago you might not have imagined anyone outside the sales staff being able to work from anywhere but the office building. However, with the advances made in technology, specifically that of the internet, people can potentially work from almost anywhere they might wish. The idea of working from home may be viewed as being fundamentally instinctive. William R. Mattox Jr., the vice president of the Family Research Council said, “technologies such as computers and fiber optics could create a ‘neo-agrarian technical revolution’ that would put workers back in their homes, as they were before the 19th century Industrial Revolution lured them away from their farms (Clark).” In essence, telecommuting can be viewed as a natural process by which we have functioned historically and are now in the process of reverting back to our natural ways. Advances in technology have closed the gaps between homes, offices, towns, cities, and continents by building electronic bridges using the information super highway to catapult society into the Information Age. The transition from office to home must be transparent to the customer (Business Plugs into Telecommuting: Bringing Work to People rather than People to Work) and can be completed by ensuring the individual has all the amenities of the corporate office, which include printer...
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...as laptop, smart-phone, power cords, and web-cam, etc. to achieve communication for accomplishing their job. There is around 79% growth for utilization of telecommuting in last a decade based on researches. Hence, we determine that the trend for future utilization of telecommuting could increase in near future. To support our conclusion, the following report is planning to demonstrate that there is a potential increase trend for work-life balance in telecommuting in near future via the analysis of its advantages and challenges. To be briefly, telecommuting is work arrangement that employees could work in differnet location. We think that there are 6 major benefits as advantages for utilization of telecommuting. Firstly, the telecommuting can increase the employment opportunity, especially for some special groups such as the disables,...
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...transitioning military. Telepresence robots could increase employee satisfaction for some because it would allow for less travel. The Harris Interactive poll commissioned by The Workforce Institute also revealed that 48 percent of people said commuting has a significant impact on their job satisfaction. (HERSHORN, 2011) Employees that save time traveling and commenting have more personal time, increasing job satisfaction. On the other side of the coin some employees will feel uncomfortable with the new technology lowering their job satisfaction. The resistance to change and new technology is not a new concept in the human resource industry. Employees may feel that the technology acts as a “big brother” and that they are being micromanaged. The people that would benefit most from this technology are the ones that travel 50% or more globally for their position. The robots would limit the amount of traveling for the key decision makers. Tasks such as brainstorming or planning events could easily be handled by Robots. Competing through Sustainability In 2012 new CEO Marissa Mayer announced that she was terminating the flextime policy at Yahoo. Mayer felt that people were more creative in groups and flextime was not conducive to creativity in the long run. Having to compete with the Facebook and Google she needed to make changes. Employees that are able to manage workloads without the traditional manager standing over them are the candidates that make flextime successful....
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...Thank you for your DB post this week. You offered some good ideas on planning, fads, and the transitional model in your post. You also used your research well to support the views. While the ideas are good, the piece has many writing problems that are taking away from the ideas you are offering. Please see some example edits below and please begin using the writing center as it is a great resource. 80% DB Forum 2 Part 1 1. How do you think planning in today’s organizations compares to planning in an organization 25 years ago? Do you think planning becomes more important or less important in a world where everything quickly changes and crises are a regular part of organizational life? Why? As change is inevitable, it becomes more critical to efficiently plan. The tenets for performance planning per Brian Hill’s article in Chron magazine are: efficient use of resources, establishing goals, managing risk and uncertainty, team building, and creating competitive advantages. Management must inventory and correctly allocate resources throughout the business so that the resources assist the organization in reaching defined goals. There are many reasons for this. It is the duty of management to set aggressive yet achievable goals for his/her employees. The goals give the employee something to work for, and to never be satisfied with the status quo. Management and team leaders must develop hypothetical scenarios to deal with any unforeseen events. These could be economic...
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...Telecommuting Statistics 5 V. Overall Growth of Telecommuting 5 VI. Return on Investment 6 VII. The Sacrifices of Flexible Work 7 VIII. The Management Challenge 7 IX. The Third Wave of Virtual Work 8 X. In Conclusion 8 I. Introduction Experts have reported that the typical telecommuter is educated, a generation X employee with an annual salary of approximately $58,000 (teleworkresearch.com). Flexible is a term that covers a variety of arrangements such as; unconventional hours, part-time work, job sharing, leaves of absence, and working at home (Deutschman, 1991). They also suggest that the national telecommuting savings would total over $700 Billion a year including: * A typical business would save $11,000 per person per year * The telecommuters would save between $2,000 and $7,000 a year * The oil savings would equate to over 37% of our Persian Gulf imports * The greenhouse gas reduction would be the equivalent of taking the entire New York State workforce permanently off the road. The overall trend of telecommuting has shown a steady growth of 73% between 2005 through 2011. Best practice organizations are incorporating telecommuting as a recruitment offering to broaden the pool of attracting the best and most talented. Over 79% of American workers (50 million) are capable and want to telecommute. It is our corporate imperative and challenge to ensure that we offer flexible work arrangement options that complements our strategic initiative while enhancing...
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...(GE) is an infrastructure and financial services corporation. Its segments include: Power and Water; Oil and Gas; Energy Management; Home and Business Solutions; and GE Capital, which provides a range of financial services and products (mergentonline.com, 2013). Since the invention of Edison’s light bulb, technology and innovation has been at the heart of everything GE does. Email, conference calls, video conferencing, and virtual workspaces are all prevalent in today’s working environments. Managers and employees must be able to adapt to these technological advancements designed to increase productivity and reduce the cost of doing business. Incorporating new technologies allows employees to work more efficiently and effectively but can also present challenges that are more subtle and difficult to measure. Relationships become difficult to establish due to a lack of interpersonal communication opportunities. Employees working remotely at GE do not feel as connected to the larger organization as employees working in office sites. A common theme at GE is that the company does not want employees to feel like islands to themselves. The company acknowledges that its utilization of new technologies has created a certain disconnect among employees and subsequently is constantly looking for new ways to help them feel more connected. Additionally, there is a sense of a lessening of interpersonal communication skills among their younger workers who are more adept at utilizing...
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...TABLE OF CONTENT NO. | CONTENT | PAGE | 1. | TASK 1Roles of Formal and Informal Group in The Organisation 1.1. Formal Group 1.2. Informal Group | 2 | 2. | TASK 2 Factors That Llead To An Effective Teamwork | 7 | 3. | TASK 3 Problems and Solution | 10 | 4. | TASK 4Latest Technologies That Can Implement By A Team | 13 | 5. | REFFERENCES | 16 | TASK 1 1.0. Roles of Formal and Informal Group in The Organisation According to the BusinessDictionary.com. group is defines as a collection of individuals who have regular contact and frequent interaction, mutual influence, common feeling of camaraderie, and who work together to achieve a common set of goal. Based on my understanding, group is a group of people that consist two or more people. This group is made have as they have goal that they want to achieve. 2.1. Formal Group Formal group is refer to group that created to achieve a specific organisation objective or goal and really concern about the coordination of the work activities (Pathak). Usually, formal group is created by the formal authority for some purpose. There are two type of formal group which are command group and task group. 2.2.1. Type Of Formal Group 2.2.2.1. Command Group Also known as the functional group which relatively permanent that have decide by the manager. The manager and the subordinates usually meet to discuss general problems and ask for opinion in improve their productivity...
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...Strategic Management (Semester A) (3BUS0118) Module Leader: Keith Seed Words Account: Report (3838), Appendix (2092) Group Members: Jian Feng Ding (08199930) Long Cheng (08198940) Lin Xu Zhen Xu (08201511) Qi Hua Jiang (08199004) Date: 10/12/2009 CONTENTS TITLE 1 TABLE CONTENTS 2 INTRODUCTION 3 MAIN BODY PART 1--- CURRENT ISSUES PESTEL framework 4 PART 2--- CHALLENGES & COMPETITION POTER’S five forces 6 SWOT analysis 10 Corporate governance in the Myspace.com PLC 10 Accountability to Stakeholders 11 Corporate Social Responsibility PART 3--- STRATEGIC CAPABILITY Foundation of Strategic Capability 11 Resource and Competence 11 Human Resource Management 12 Cost Efficiency 12 Value Chain 13 CONCLUSION ...
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...Even Semester 2009/2010 | Erlina Juliani Kalangi | Ida Ayu Kartika | international management | “The nonmarket environment and Issues in the google inc.” | DAFTAR ISI Daftar Isi 02 Executive Summary 04 History of Google 04 Google Timeline 05 The vision, Mission and Focus of Google 19 Google Management 19 Uses of Google 28 Market Share 29 Usage Application of Google 29 Share of Advertiser 30 Google For Education 30 Google and User 31 The Google Culture 31 About Google Office 32 Google Workspace 32 Top 10 Reasons to Work at Google 33 SWOT Analysis 33 * Strengths 33 * Weaknesses 34 * Opportunities 35 * Threats 35 * Recommendations 36 Google Product Development Process 37 Google Ethics 37 Criticism of Google 39 Issues in Google life cycle 39 Another Issues in Google 40 Copyright Issues 40 Privacy Issues 41 Why won’t Google be affected by the crisis? 42 How do Google measure success of a new product? 42 Google deal with the host of privacy issues associated with its application 43 Antitrust 44 Google and Antitrust 44 Some spesific activities have been made for anti trust claims 45 The Issues are associated with the launch of Google Health 45 * The look of Google Health 46 * Screen shot deeper on the application 46 * The Issues of google health 46 * Google Response 47 The issues might arise in Google’s ownership of Tianya.cn 47 ...
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...operations management joined Walmart as hourly associates Increase of Increase of More than 59% in earnings per share(1) (1) Data reflects five-year period from fiscal 2009 through 2013. 123% in free cash flow(1)(2) $ 60B returned to shareholders through dividends and share repurchases(1) (2) Free cash flow is a non-GAAP measure. Net cash provided by operating activities of continuing operations is the closest GAAP measure to free cash flow. Reconciliations and other information regarding free cash flow and its closest GAAP measure can be found in the Management’s Discussion and Analysis of Financial Condition and Results of Operations included in this Annual Report and on our website at www.stock.walmart.com. About the cover: Regardless of the market where we operate, the retail format or the website, Walmart serves customers with one core mission: to help people save money so they can live better. To learn more about Walmart’s business strategies and company mission, please visit our electronic report at www.stock.walmart.com. You’ll hear from management, associates and customers about our business. Many of Walmart’s most innovative ideas originate from the insights of associates across our global operations. Michael T. Duke President and Chief Executive Officer Wal-Mart Stores, Inc. To our shareholders, associates and customers Over the last few years, I’ve shared with you how we would build the “Next Generation Walmart” and serve...
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