...Student Self-administered case study Importance of Diversity In The Workplace Case summary: Case duration (Min): Human Resource Management (HRM) 45-60 Promoting diversity Worldwide This case focuses on DIFFERENCE ‐ Interacting and working productively with others and how best to use human resources to meet organizational goals through high levels of performance (motivated, effective and efficient workers) and competing in the global marketplace. We begin this case by exploring the changing nature of the workplace; We then explore what is meant by diversity and consider the business case for promoting and managing diversity within contemporary organizations. Learning objectives: Evaluate diversity and multiculturalism as a source of sustainable competitive advantage and identify the benefits of diversity for organizations. Case problem: What is meant by diversity and should organizations seek to be diverse? Company Aramark http://www.aramark.com/ Food ‐ Major Diversified ARAMARK is a leader in professional services, providing award‐winning food services, facilities management, and uniform and career apparel to health care institutions, universities and school districts, stadiums and arenas, and businesses around the world. In FORTUNE magazine's 2009 list of "World's Most Admired Companies," ARAMARK was ranked number one in its industry. ARAMARK seeks to address issues responsibly that matter to its clients, customers, employees and communities by focusing on employee advocacy...
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...Case Studies for Conflict Resolution: A key element in civil rights training Wisconsin WIC CONFLICT RESOLUTION: CASE STUDIES The following case studies match the scenarios in the online training. Review (watch or read) each scenario, and then answer the questions, below. Think about what you have learned and identify a conflict resolution technique that you would use in each situation. Case Study #1 Julia just finished a certification appointment for Maria, a participant who has cerebral palsy. Maria has some difficulty speaking and uses a wheelchair for mobility.As they head toward the door, Maria says something to Julia. Julia replies, “I’m sorry, I didn’t understand what you said.” Maria repeats her comment. Julia looks confused and says, “One more time please?” Maria repeats her comment in a louder voice. Looking a bit flustered, Julia says, “Okay, well, maybe we can talk about that next time.” Julia reaches for the door and says, “Let me get that for you.” Maria, at the same moment, angrily pushes the button for the automatic door and rolls away. Julia walks back to her office feeling embarrassed and that she is no good at working with disabled participants. Questions to consider: 1. What could Julia have done differently to avoid or minimize this conflict? What could Julia learn from this experience? (Hint – try using a Creative Response) 2. Write the dialogue for the next time Julia sees Maria at the clinic. Julia says “I’m sorry...
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...Case Study: Kelly's Assignment in Japan 1. The Japanese culture and customs are very different from what Kelly was used to in the United States. Within the case, the biggest issue with the Japanese businessmen that Kelly saw was the issue of being a woman. With the Japanese culture, many Japanese men do not relate easily to women with authority. This presented a major problem with kelly as she was seen more as an "office lady" then the program manager of her start up internet services company. Her talent as a manager was being overlooked due to their culture. Women in Japan between the ages of 25-30 tend to leave the workplace to start families and may return eventually to a part-time job. Whereas the women in the United States accounted for a 51% workforce in high-paying management positions recorded in 2007. Japan is a highly masculine country. According to previous chapters, another culture clash was the fact that when the Japanese are confronted with a serious question or situation they tend to disregard the problem with either leaving the situation, lowering their heads and becoming quiet, or even leaving the room in a business meeting. This stems from Japan being a less assertive country and neutral in emotional orientation. This can make Japanese businessmen "hard to read". This was the reason Kelly became easily frustrated when her employees did not present the planned proposal. A business card to a Japanese businessman is a very prestigious thing. Kelly did not do...
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...A CASE STUDY ON ANDYS RECIPE Name Institution Andy Garafallo manages to build success for his business by reviving his Italian heritage in his bistro. Andy’s self-confidence is a vital factor in his business success. Headship necessitates influencing others, and self-confidence aids the leader to be certain of his efforts to influence others are appropriate (Northouse, 2010). Andy may be lacking in the numbers attribute of the restaurant, but everything else is good enough to ensure his profit target is reached. He has adequate technical skill enough to keep his restaurant famous and thriving. People can imagine if makes the changes to make his business perfect, hike prices, reduce quality (Northouse 67) if this would actually boost him, or fail him. This is a silent blessing that he does not expand its ideas. Andy's human skills are proven uninterruptedly, this is attributed to the number of customers coming back to his hotel. An advantage Andy has is that he understands the incompetence each of his manager has. Toting up to self-confidence, other traits portrayed by Andy in leadership theories and studies consist of brainpower, determination, integrity, and amiability (Robbins & Coulter, 2007). The case study suggests that Garafallo is perceptual and reasoning abilities demonstrate his leadership aptitude, and that his business triumph embodies his determination, integrity, and sociability (Northouse, 2010)...
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...University of Phoenix Material Case Study Assignment Assignment Overview PREPARE A REPORT FOR THE CEO OF ACUSCAN ABOUT THE SITUATION DESCRIBED IN THE GEN 480 CRITICAL THINKING CASE STUDY. YOUR REPORT SHOULD INCLUDE THE FOLLOWING TWO PARTS: 1. Part One: Respond to the specific questions on the worksheet that follows (100 points possible). 2. Part Two: Write an executive summary for the CEO of AcuScan. (100 points possible). PART ONE: USE THE CASE MATERIALS TO COMPLETE THIS ASSIGNMENT. Analysis 1. Describe all assumptions seen in any of documents provided in the case study. For full credit, provide AT MINIMUM: four to six assumptions held by Kelly; six to nine assumptions held by Pat; two to three assumptions held by Cliff; two to three assumptions held by Chris. a. Kelly- the Senior Engineer is perhaps the most realistic of the employees. The statement in the February 19, 2003 email explaining, “I can design one feature completely and make it work by August," is credible (UOP, 2003, p. 17). After all, the same email explains that programming involves much more than key strokes. It involves planning, testing and quality control (p. 17). In the previous February 19, 2003 email to Chris, Kelly explains how difficult it is for the programming staff to maintain existing services and find time for something new (p. 16). While programming staff was dramatically reduced in the year prior, Kelly’s belief might be partially fallacious. If the new project...
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...Carleton University Department of Political Science Winter 2016 PSCI 3600B International Institutions Thursdays - 11:35am to 2:25pm Please confirm location on Carleton Central Instructor: Office: Office hours: Telephone: e-mail: James Milner Loeb A629 Thursdays, 3-4pm and Fridays, 10-11am (or by appointment) (613) 520-2600 x2211 James.Milner@carleton.ca Please use your Carleton e-mail address or the e-mail function of cuLearn to send an email to the instructor or TA and always include the course code in the subject line. First class: Last class: 7 January 2016 7 April 2016 NOTE: No class meeting on 18 February 2016 due to Reading Week cuLearn: On-line components of this course will be managed through cuLearn. Please visit the cuLearn site at least once a week to receive the most current information pertaining to the scheduling of the course and required readings. Course objectives: International institutions have come to play an increasingly important role in global politics in the last century. Arguably the most prominent of these institutions is the United Nations (UN). Established in 1945 and in the immediate aftermath of the Second World War, the UN’s Charter set out the rights and obligations of Member States, and pledged to: “save succeeding generations from the scourges of war”; “reaffirm faith in fundamental human rights”; promote “respect for the obligations arising from treaties”; and “promote social progress and better ...
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...Critical Thinking Case Study GEN/480 University of Phoenix Lisa Stansfield To the CEO of AcuScan: Here is a last report that I have devised for you which explains the up-to-date circumstances at AcuScan and a few suggestions and actions that ought to be taken and the reason. Chris Martinas, VP of Product Development and Pat Lambert, the new Director of Marketing have been collaborating on a new product that has to be initiated by the final part of the year. The new product happens to be the iScanner, which they have previously promoted except it will have new features, which makes it new and more advanced. The two of them have been figuring out a way to lower the budget by 15% and try not to not dismiss current employees. They have the funds of 400 K to use and have to convene with the right departments to launch the project. There was a problem through the emails among Pat Lambert and Kelly Thomas, Chief Engineer of Product Software. Kelly designed the original iScanner that was the groundbreaker in the developing retinal scanning security business. After discussing with you about the making of the product and not going outside 400K, Chris emailed Pat and Kelly on the way to do that and the way they could reach the deadline in August. The initial reply to that email was from Pat Lambert, the email was very optimistic and stated how Lambert did not think that it was going to be an issue to generate. The email after that was from Kelly saying that the team was placing...
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...A case study for a manufacturing company called AcuScan, Inc was fulfilled. The case study involves "Operation Optimize" which plans to bring a new retail iScanner to the market. The study is given in two parts. The first part summarizes the case study and provides the assumptions, arguments problems, and issues of the situation. The second part is an executive summary written for Cliff O'Conner, CEO at AcuScan, Inc. including recommendations for a solution for the company's crisis. Assumptions Four employees that are employed at AcuScan and are involved in this case study they are the following; Kelly Thomas, Chief Engineer of Products Software, Pat Lambert, Director of Marketing, Cliff O'Connor, CEO and Chris Martinas, Vice President of Product Development. The assumptions of each employee are recognized and discussed starting with Kelly Thomas. Kelly feels the budget and timeline to be impractical and thinks Optimize is putting the company on the line. He assumes that only one feature of the Optimize application can be developed by the company's dead line of August first. Based on his conversations and e-mails with Chris, Kelly believes that together the iScann project and financial plan are at risk. Kelly assumes that quality control is of greatest significance for this project. The company's reputation is at stake with new product development and should not be defined exclusively by the marketing department. Pat had an idea for the Optimize that came to her one evening...
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...Change Models Lewin’s three stage application Evidence from case study Unfreeze: The cultural change program began with the management team completing an organisational culture questionnaire, developed by an international consulting company, to determine the preferred culture for the organisation. Management and employees then completed a second organisational culture questionnaire to determine the actual operating culture. Change/Transition: Selected management initiatives were implemented to bridge gap between the preferred and actual operating culture. These included: • development of an agreed set of organisational values • active encouragement of problem solving and project development through cross-functional work teams • introduction of skip-level interviews which involved employees speaking with their manager's manager on a regular basis • monthly meetings of staff from all levels with the Managing Director -all staff can volunteer to participate, with five or six randomly selected each month • review of reward and recognition systems to ensure preferred cultural behaviours are encouraged • annual 'Blue Zone days' in which preferred cultural behaviours are explored and clarified through fun and engaging activities. Blue Zone" refers to the constructive styles on the Organisational Culture Inventory (Gones et al. 2006), which defined preferred cultural attributes. Refreeze: Cultural surveys are now conducted every two years and there has been...
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...visual aid to members of that company showing the benefits of using Kelly Services. Instructors will form teams during Week 3, and students will work together during Weeks 4 and 5 to complete both parts of the project. This project supports TCOs 5, 7, 8, and 9. The situation: This assignment is based on Chapter 10, page 311, Portfolio Builder 24. You work for Kelly Services, which provides staffing solutions to more than 90 percent of the Fortune 500 companies. Click this link for more information about Kelly Services. Your team has been asked to select a Fortune 500 company like Chrysler, Ford, Intel, or DuPoint. Your first task after you’ve selected the company is to research the company and write an informal analytical report. The audience for the report is people who write sales messages (typically marketing). In week 5, your team will write a sales letter to a decision-maker at the company you selected making recommendations based on your research convincing the decision-maker to use Kelly Services. Week 4 Informal Analytical Report–& Team Participation Memo Your team is to write a brief informal report (approx. 2 single-spaced pages, 500-750 words, plus references) on the background of the company you have chosen to solicit with your sales letter. Do NOT write solely about the background of your targeted company but also focus on why you think this company could benefit from Kelly Services. The report should be directed to people who write sales letters (typically...
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...Student Self-administered case study Organization structure changes at Body Shop 45-60 Case duration (Min): Organizational Behaviour (OB) Organization structure and design Worldwide Case summary: There are many work tasks to be done in a large organization and consequently the work must be divided up and allocated. In this case we consider what is meant by organization structure and design; consider why it is necessary to structure human resources, discuss how we should set about this enormous challenge and ask how we can make efficient and effective use of human resources in order to attain goals and derive a sustainable competitive advantage. In particular we consider issues associated with bureaucracy and hierarchy. Body Shop grew and with it came particular design challenges. Learning objectives: Define and discuss the nature of organization design. Outline the main structural choices available to organizations. Explain the limitations of the organizational chart in describing activity within an organization. Case problem: What is organizational structure and why do large organizations need continually to consider the designs of their organization? What may be the consequences of a good or bad design for a specific organization? Personal Products Company Body Shop www.thebodyshop.com Founded in 1976 by Anita Roddick, The Body Shop International plc, known as The Body Shop, has 2,400 stores in 61 countries, and is the second largest cosmetic franchise in the world...
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...Southwest Airlines Case Study Allen Washington November 15, 2013 Management 5590 Fall 2013 Introduction This paper is to discuss the concept of Southwest Airlines and how it related to certain aspects of reading in the text. Areas that are discussed are culture, personality and emotional intelligence and how they relate to Southwest Airlines. Also, discuss how the CEO of Southwest Airlines, Gary Kelly, concepts relate to the text and if they are good or bad for Southwest Airlines. Culture What is organization culture? Organization culture is the pervasive system of values, beliefs, and norms that exists in any organization. The organization culture can encourage or discourage effectiveness, depending on the nature of the values, beliefs, and norms (Ivancevich, Konopaske, and Matteson, 2011). How is Southwest’s culture and how does it impacts employee performance? The culture at Southwest Airlines is a strong one and that is due to the former CEO, Herb Kelleher. He was the kind of leader that worked well with his employees even when we was traveling on business to make sure that they kept a good relationship with one another ((Ivancevich, Konopaske, and Matteson, 2011). As stated in the text “The atmosphere at Southwest shows that having fun is a value that pervades every part of the organization. Joking, cajoling, and prank-pulling at Southwest Airlines are representative of the special relationships that exist among the employees in the...
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...Case Study: Southwest Airlines MGT 620X- Operations Strategy February 27, 2015 Executive Summary This case study will look at the various services that Southwest Airlines is looking to add to their current offerings. Whether or not satellite-based WiFi internet, extensive wine and/or coffee offerings, and the possibility of international alliances with other airline carriers are areas that should be explored to enhance services at Southwest. While each of the above mentioned services are all luxuries that many customers would enjoy having on a flight the airline the airline must establish if they are all luxuries that customers would also be willing to pay for. Southwest prides their business on being able to offer low-cost fares adding services would mean increasing rates. Southwest must determine if the risk is worth the reward. This case study will help Southwest make some of those determinations. Introduction: LUV Southwest Airlines is defined by their mission statement: “dedication to the highest quality of customer service delivered with a sense of warmth, friendliness, individual pride, and company spirit” (Southwest, 2015). When making decisions on which path the...
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...virtual teams, such as diversity understanding, asynchronous communication, behavior, language barriers, lack of trust, and technological problems. This paper groups the challenges into five main categories and describes the common issues leaders and team members need to address and overcome in order to succeed. The five categories are time zones, cultural differences, language, trust and relationship building, and technology. The purpose of this division is to help a better understanding of different type of issues in global virtual teams. Knowing these challenges allows leaders and team members to increase team’s performance through good planning and training, and avoid problems other global virtual teams had in the past. In addition, cases study showed communication and technology usage norms play an important role in global virtual teams, these norms or rules are more important in global virtual teams than collocated teams. Communication Challenges in Global Virtual Teams Global virtual teams “work across space, time and organizational boundaries” (Montoya, Massey, Hung, & Crisp, 2009, p. 139). A global virtual team is a group of people located in different geographic regions that communicate via telecommunication technology and share a common set of tasks to accomplish when completing a project. Virtual teams working in non-overlapping time zones rely mostly on asynchronous communication, such as e-mail and voicemail. Asynchronous communication adds extra challenges...
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...Student Assignment Covering Form |Course/Unit Information | |Course |Pearson (Edexcel) BTEC Level 5 Higher National Diploma | |Unit No. |Unit 47 | |Unit Name |Employability Skills | |Unit code |A/601/0992 | |Batch |OME10-ES-ParagTikekar-1605 | |Instructor Information | |Name |Parag Tikekar | |Phone |+97150 578 5927 | |Email |paragtikekar@yahoo.com | |Assignment Information ...
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