...department is the focus of my project paper. The Sales & Reservations department can employ up to 200 reservation representatives that quote moving cost and rent trucks and trailers to customers across USA and Canada. U-Haul International alone is worth $1.5 billion dollars. The Sales and Reservations department pays a minimum wage base salary and commission based on the number of moving equipment rented over the specified quota for your work hours. Some reps have made up to $3000 in commission alone in a month. Calls are monitored for accuracy, and your bonus/commission check can be forfeited if your call falls below a particular standard. The Sales & Reservations department is divided among different teams that have Team Managers/Team Leaders that are responsible for the well-being and success of their team members. The better the team members do with renting moving equipment, the better the Team Manager’s commission as well. Problem Statement...
Words: 2992 - Pages: 12
...Colonial Latin America Resistance vs. Accommodation The conquest of the Latin America back in the 16th century was a colonial project that dispossessed millions. This period saw the apparent contradictions of the combination of implausible violence as well as a long legalistic peace. However, there has been an ongoing perception that had been there for a long time that describes the history of the colonial Latin America as one that was of accommodation and resistance. The purpose of this paper is to evaluate the statement and determine between accommodation and resistance which one superseded the other or was there is a balance. After the arrival of the colonialists, the indigenous people in the Latin America had the obvious option of resisting but this was not obvious as some of these indigenous communities found a place for the colonialists. For instance, the Otomi of Queretaro went ahead to compose a song in which they proclaimed themselves as the builders of the colonial order. Queretaro was a great city that was the hub for great businesses, wheat growing, churches and the most attractive place. However, the Otomi people allowed the Spanish control to creep in gradually as they sought to use their might in the wars and revolts that they faced. However, the Spanish started taking controlling positions in the Otomi registration as the people in leadership started losing their ways[1]. The Spanish council took over the construction of city structures and initiated a new...
Words: 1325 - Pages: 6
...In many cases if an individual were to speak up and define their work based on instruction, it is looked at as an employee being insubordinate to their supervisor or manager. It then often turns into an intimidation session by the bully. Implying that how could you not understand the assignment, not meeting the expectations, or deadlines involved, etc. The actions are very demeaning and degrading to the victim. Again, usually in these cases, there is no evidence as to what the original request was. Nothing ever in writing, and no one to ever hear the condescending conversations that occur so in that respect what options do the victims have, if any. Within the Journal of Managerial Issues, we see in the article Organizational Resources and Demands Influence on Workplace Bullying, that the authors Rousseau, Eddleston, Patel, and Kellermanns, (2014) state the following,...
Words: 1856 - Pages: 8
...others by providing purpose, direction, and motivation while operating to accomplish the mission and improving the organization. Purpose gives subordinates a reason why they should do different things, sometimes under stressful circumstances. Direction shows what must be done. Through motivation, leaders give subordinates the will to do everything they are capable of doing to accomplish a mission. LEADERSHIP FRAMEWORK Recall the fundamentals of BE, KNOW, and DO. As you can clearly see, they are deeply embedded throughout the leadership framework illustrated below. The top of this framework shows the four categories of things that leaders must BE, KNOW, and DO. They are values, attributes, skills, and actions. The bottom lists the dimensions of leadership, grouped under these four categories. The dimensions consist of the seven values and 15 subcategories under attributes, skills, and actions. Leadership starts at the top, with the character of the leader, with your character. In order to lead others, you must first ensure your own house is in order. Leadership begins with what the leader must BE, the values and attributes that shape a leader’s character. It may be helpful to think of these as internal qualities: You possess them all the time. They define who you are. They are the same for all leaders, regardless of position, although you refine your understanding of them cohesive conjecture contingencies flexibility improving influencing ...
Words: 16525 - Pages: 67
...History of Leadership Research Researchers have examined leadership skills from a variety of perspectives. Early analyses of leadership, from the 1900s to the 1950s, differentiated between leader and follower characteristics. Finding that no single trait or combination of traits fully explained leaders' abilities, researchers then began to examine the influence of the situation on leaders' skills and behaviors. Subsequent leadership studies attempted to distinguish effective from non-effective leaders. These studies attempted to determine which leadership behaviors were exemplified by effective leaders. To understand what contributed to making leaders effective, researchers used the contingency model in examining the connection between personal traits, situational variables, and leader effectiveness. Leadership studies of the 1970s and 1980s once again focused on the individual characteristics of leaders which influence their effectiveness and the success of their organizations. The investigations led to the conclusion that leaders and leadership are crucial but complex components of organizations. Traits Model of Leadership: Leaders versus Followers Initial investigations of leadership considered leaders as individuals endowed with certain personality traits which constituted their abilities to lead. The studies investigated individual traits such as intelligence, birth order, socioeconomic status, and child-rearing practices (Bass, 1960; Bird, 1940; Stogdill, 1948, 1974)...
Words: 11247 - Pages: 45
...JIELIANG PHONE HOME CASE STUDY PROBLEM STATEMENT Jieliang (DL) is a line worker at Precision Electro-Tech’s Dongguan, China manufacturing plant. During a plant walk through, Marty Cole (OEM – Global Team) witnessed Jieliang being publicly disciplined in front of her fellow line workers for not following Total Quality Control (TQC) procedures and using her own method. ANALYSIS Precision Electro-Tech is a large contract manufacturer (CM) that produces products (i.e., cell phones) for another company or OEM (Original Equipment Manufacturer). “In the case of complex assembly tasks, if those tasks can be broken down into simple unit manufacturing steps that can be completely specified, they can be sent to low-cost countries like China where unskilled labor can be trained to follow those steps in detail. This business concept is known as “labor arbitrage” and is the foundation of the global economy and outsourcing (Shih, Bernstein, Bilimoria, 2009).” The above business model of CMs is a tried and true paradigm and is consistent with the lean principles of manufacturing. While this model is widely used, particularly in outsourcing operations; the key is that each step must be clearly defined, delineated, and rigidly followed in order to maximize productivity. The advantage of the CM approach is that it allows OEMs to specify the exact steps in the manufacturing process; ostensibly, to ensure exact specifications and a high level of quality control and efficiency. The nature...
Words: 2341 - Pages: 10
...Chapter Index 1. Personal Data 2. Equipment Data 3. MOS (___) Data 4. Training Data 5. Battle Focus 6. Chain of Command 7. History 8. References SOLDIER’S PRIVACY ACT STATEMENT The personnel listed below authorized SGT _____________to maintain their SSN and personal information in his/her Leader’s Book with the understanding that this information will not be disclosed except in the line of his/her official duties. NAME SSN SIGNATURE DATE SOLDIER’S PERSONAL DATA SHEET NAME : RANK : DOR : SSN : BASD : ETS : DOB : MOS : TIG : 11 MOS TIS : 30 MOS PROMOTABLE : YES / NO POINTS : WEIGHT : HEIGHT : HAIR : EYES : AGE : MARITAL STATUS : MARRIED / SINGLE / DIVORCED / SEPERATED SPOUSE’S NAME : EFMP : YES / NO CHILD’S NAME : _________________________________ AGE : ___ MALE / FEMALE EFMP : YES / NO CHILD’S NAME : _________________________________ AGE : ____ MALE / FEMALE EFMP : YES / NO CHILD’S NAME : _________________________________ AGE : ____ MALE / FEMALE EFMP : YES / NO CHILD’S NAME : _________________________________ AGE : ____ MALE / FEMALE EFMP : YES / NO HOME PHONE : ADDRESS : RELIGION : BLOOD TYPE : WEAPON...
Words: 2231 - Pages: 9
...Joint Command and Staff Programme 38 Distance Learning Rank & Name: Major Lynne Chaloux Syndicate No: 1 Directing Staff: BGen (ret’d) Gagnon Course: JCSP 38 DL Assignment Code: D1/DS 542/ENV/RP-01 Assignment Name: Command Research Paper Unshakeable Faith: The Flawed Command of Bomber Harris ASSESSMENT Assessor: Richard Martin Mark: Comments: UNSHAKEABLE FAITH: THE FLAWED COMMAND OF BOMBER HARRIS INTRODUCTION This research paper will focus on Air Chief Marshal Sir Arthur Harris’ wartime command of the Royal Air Force’s (RAF) Bomber Command from 1942-1945. This analysis will utilize Dr. Ross Pigeau and Carol McCann’s model to evaluate the dimensions relating to Harris’ Competency, Authority and Responsibility (CAR) and to assess the overall balance and effectiveness of Harris’ command. The CAR model was deemed most suitable to dissect pertinent aspects of this complex and controversial commander, allowing for the necessary depth of analysis into his abilities, responsibilities, beliefs, actions and reactions over a specific timeframe. This paper will illustrate that Harris, although highly skilled in many areas and having demonstrated impressive successes at the helm of Bomber Command, had a singular and seemingly intractable approach to war – to obliterate Germany’s war production capacity by area bombing its cities. This inflexible approach inhibited his...
Words: 6567 - Pages: 27
...Noncommissioned Officer No one is more professional than I. I am a Noncommissioned Officer, a leader of soldiers. As a Noncommissioned Officer, I realize that I am a member of a time honored Corps, which is known as “The Backbone of the Army.” I am proud of the Corps of Noncommissioned officers and will at all times conduct myself so as to bring credit upon the Corps, the Military Service and my country regardless of the situation in which I find myself. I will not use my grade or position to attain pleasure, profit or personal safety. Competence is my watch-word. My two basic responsibilities will always be uppermost in my mindaccomplishment of my mission and the welfare of my soldiers. I will strive to remain tactically and technically proficient. I am aware of my role as a Noncommissioned Officer. I will fulfill my responsibilities inherent in that role. All soldiers are entitled to outstanding leadership; I will provide that leadership. I know my soldiers and I will always place their needs above my own. I will communicate with my soldiers and never leave them uninformed. I will be fair and impartial when recommending both punishment and rewards. Officers in my unit will have maximum time to accomplish their duties; they will not have to accomplish mine. I will earn their respect and confidence as well as those of my soldiers. I will be loyal to those with whom I serve; seniors, peers and subordinates alike. I will exercise initiative by taking the appropriate action in the absence of...
Words: 6288 - Pages: 26
...1. Analyze the organizational environment that Sonoco operates in. Given this context, what are the strengths and weaknesses of Sonoco’s organizational structure? 2. How successful has Hartley been in transforming Sonoco’s HR function to be strategic? What else should Hartley have done? Provide the rationale for your answers to these questions. 3. What is right HR structure for Sonoco – centralization or hybrid? Why? Evaluate the different options (pros and cons). * the secretary of Homeland Security, tell reporters that he “ had no reports ” of things viewers had seen with their own eyes. It seemed he might have been better informed if he had relied on CNN Homeland * Security, Enron, and Home Depot represent only a few examples of an endemic challenge: how to know if you ’ re getting the right picture or tuning in to the wrong channel. Managers often fail this test. Cluelessness is a fact of life, even for very smart people. Sometimes, the information they need is fuzzy or hard to get. Other times, they ignore or misinterpret information at hand. Decision makers too often lock themselves into fl awed ways of making sense of their circumstances.rather than his own agency. * Reframing requires an ability to think about situations in more than one way. We then introduce four distinct frames — structural, human resource, political, and symbolic — each logical and powerful in its own right. Together, they help us decipher the full array of signifi...
Words: 4898 - Pages: 20
...Background Joint Ventures Agreement Sheraton Asia Pacific and Chinese Ministry of Foreign Affairs In August 1966, a joint venture was shaped between Sheraton Asia Pacific and Chinese Ministry of Foreign Affairs. Basically, Sheraton Asia Pacific Corporation is a Subsidiary of ITT Sheraton. Andrew Wilson was appointed by Sheraton, an Australian by origin, for the Deputy General Manager position, along with Clara Chan, a Singaporean Chinese, in the Chief Auditor position. These two higher officials were appointed in 1996 only after the regulatory authorities had given formal approval to the project. Agreement Launching Ceremony Incident At the very beginning, a lunch was organized by Yang Zhao, who happens to be the General Manager of the Beijing International Club Corporation. He was also the appointee of the Chinese Ministry of Foreign Affairs. During the lunch session, Clara Chan received her first lesson in JV management and experienced what it is like to be in a venture with the Chinese. Yang Zhao gave a rather subtle complement to Chan by saying that she belonged to the Chinese background and due to which she will be culturally in sync to help Sheraton and Chinese Ministry of Foreign Affairs to establish a good understanding and a better network of communication between these two companies. Chinese Economy: At a Glance Chinese government is tried to make a favorable market condition for the foreign investor to attract them to invest in China. The result to...
Words: 11242 - Pages: 45
...ORGANIZATIONAL BEHAVIOR CONCEPTS CONTROVERSIES APPLICATIONS Seventh Edition Stephen P. Robbins 1996 Contents Part One • Introduction Chapter 1 What Is Organizational Behavior? 2 Chapter 2 Responding to Global and Cultural Diversity 42 Part Two • The Individual Chapter 3 Foundations of Individual Behavior 80 Chapter 4 Perception and Individual Decision Making 130 Chapter 5 Values, Attitudes, and Job Satisfaction 172 Chapter 6 Basic Motivation Concepts 210 Chapter 7 Motivation: From Concepts to Applications 250 Part Three • The Group Chapter 8 Foundations of Group Behavior 292 Chapter 9 Understanding Work Teams 344 Chapter 10 Communication 374 Chapter 11 Leadership 410 Chapter 12 Power and Politics 460 Chapter 13 Conflict, Negotiation, and Intergroup Behavior 502 Part Four - The Organization System Chapter 14 Foundations of Organization Structure 548 Chapter 15 Technology, Work Design, and Stress 588 Chapter 16 Human Resource Policies and Practices 634 Chapter 17 Organizational Culture 678 Part Five - Organizational Dynamics Chapter 18 Organizational Change and Development 714 CHAPTER I • WHAT IS ORGANIZATIONAL BEHAVIOR? What Managers Do Let’s begin by briefly defining the terms manager and the place where managers work—the organization. Then let’s look at the manager’s job; specifically, what do managers do? Managers get things done through other people. They make decisions, allocate resources, and direct the activities of others to attain goals. Managers do...
Words: 146017 - Pages: 585
...SUBJECT: Prevention of Sexual Harassment CONDITION: Classroom environment STANDARD: 1. Define Sexual Harassment. 2. Define the Army’s Policy on Sexual Harassment. 3. Explain the Categories of Sexual Harassment. 4. Explain the Elements of Sexual Harassment. 5. Define Sexual Harassment Behaviors. 6. Explain the Sexual Harassment Checklist. 7. Explain the Techniques to Deal with Sexual Harassment. 8. Explain the Administrative Actions. TYPE OF INSTRUCTION: Instruction and Small Group Discussion TIME OF INSTRUCTION: 4 Hours NOTE: You must ensure you have a video player and monitor to show the video on the prevention of sexual harassment (Pin Number 170876, ICN: TVT-20-1996) produced by the Department of the Army in 1996. This tape is available from your EOA or TASC. It is recommended this video be shown at the beginning of the block of instruction, but stop it before showing the vignettes. By showing the first portion of the video at the beginning, the students will already be familiar with many of the concepts and terms you are going to be instructing. This should make the learning process easier for them during your instruction. After the block of instruction, and the practice exercise is completed, then show the vignettes. The responses from the group while stopping after each vignette for discussion will ensure learning occurred, and serve to clarify what constitutes sexual harassment in the student’s minds. The...
Words: 10476 - Pages: 42
...ENGLISH ONLY COURT CASES INVOLVING THE U.S. WORKPLACE: THE MYTHS OF LANGUAGE USE AND THE HOMOGENIZATION OF BILINGUAL WORKERS’ IDENTITIES KARI GIBSON University of Hawai‘i Title VII of the 1964 Civil Rights Act protects against discrimination in employment on the basis of race, color, sex, religion and national origin. However when the judicial system has examined English only workplace policies in light of Title VII, it has generally determined that such policies are not discriminatory if an employee is able to speak English. Although plaintiffs have argued that language is inextricably linked to national origin and cultural identity, the courts have stated that the use of a language other than English is detrimental to the morale of monolingual English speakers and a single language is necessary to ensure workplace harmony and proper management. This paper examines the court cases where English Only workplace policies have been challenged, and identifies the prevalent myths and ideologies held by businesses and the courts about language use, identity, and bilingual speakers. Through the process of homogeneism, linguistic diversity is rejected as monolingual English speakers are able to create and enforce rules that favor themselves as they construct the identity of “American” in their own image. Language is a central feature of human identity. When we hear someone speak, we immediately make guesses about gender, education level, age, profession, and place of origin....
Words: 21473 - Pages: 86
...Fourth Edition Reframing Organizations Artistry, Choice, and Leadership LEE G. BOLMAN TERRENCE E. DEAL B est- se l l i n g a u t h o rs of LEADING WITH SOUL FOURTH EDITION Reframing Organizations Artistry, Choice, and Leadership Lee G. Bolman • Terrence E. Deal Copyright © 2008 by John Wiley & Sons, Inc. All rights reserved. Published by Jossey-Bass A Wiley Imprint 989 Market Street, San Francisco, CA 94103-1741—www.josseybass.com No part of this publication may be reproduced, stored in a retrieval system, or transmitted in any form or by any means, electronic, mechanical, photocopying, recording, scanning, or otherwise, except as permitted under Section 107 or 108 of the 1976 United States Copyright Act, without either the prior written permission of the publisher, or authorization through payment of the appropriate per-copy fee to the Copyright Clearance Center, Inc., 222 Rosewood Drive, Danvers, MA 01923, 978-750-8400, fax 978-6468600, or on the Web at www.copyright.com. Requests to the publisher for permission should be addressed to the Permissions Department, John Wiley & Sons, Inc., 111 River Street, Hoboken, NJ 07030, 201-7486011, fax 201-748-6008, or online at www.wiley.com/go/permissions. Credits are on page 528. Readers should be aware that Internet Web sites offered as citations and/or sources for further information may have changed or disappeared between the time this was written and when it is read. Limit of Liability/Disclaimer...
Words: 193447 - Pages: 774
