...Whistle blowing is an act to disclose an organizational wrongdoing to parties that can take action. Sherron Watkins was the vice president of Enron Corporation that became a whistle blower in 2001. She sent an anonymous memo to Enron Chairman Kenneth Lay regarding the misstatements on the financial report. Enron hired lawyers from Vinson & Elkins to do an investigation on the financial misstatement allegations (Ackman, 2002). According to the memo from the investigations, after Watkins identified herself Lay held a meeting with her to discuss about her concerns regarding her allegations. The memo failed to indicate what Lay told Watkins. The investigation from Vinson & Elkins concluded that the questionable transaction that Watkins was concern about appeared proper (Ackman, 2002). Dan Ackman from Forbes argued that her action was not considered as whistle-blowing because she did not send the memo to parties that can take disciplinary action but actually provided legal cover for Kenneth Lay. Also, the fact that Watkins warned Lay about the misstatement of financial report indicates that Lay was not aware about the problem and did not do it on purpose. Watkins tries to put the blame mostly on Enron’s auditor Arthur Andersen and Vinson & Elkins and continued to provide cover to Lay and the board. Attitudes towards Whistle Blowing In today’s society, whistle blowing is viewed as misconduct and usually will cost a person’s job. In Watkins case, she said that Enron’s former Chief...
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...1. The main objective of the contingency theory of leadership is to choose a leadership approach which matches the characteristics of the employees and A. attitude towards their company B. work setting C. need to make more money D. willingness to perform the desired tasks Correct : The contingency theory of leadership occurs when a leader approaches his or her responsibilities by matching the characteristic of his or her employees with the work setting. Materials The Contingency Theory of Leadership 2. Based on the contingency theory of leadership, the leadership approach a manager should choose is contingent on two factors. Which of the following is one of these factors? A. The need for attention B. The need for friendship C. The need of achievement D. The need of understanding Correct : The need of achievement is one of two employee contingencies and relates to the employee’s desire to excel at a certain activity. The other need is the skills and knowledge an employee needs to accomplish their job (Jones, 2007, p. 183). Materials Types of Contingencies 10. Which of the four leadership approaches would incorporate employee involvement with scheduling and the daily operation? A. Directive approach B. Supportive approach C. Participative approach D. Achievement-oriented approach Correct : The participative approach incorporates in work schedules, encourages suggestions and consulting with employees, encourages proactive...
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...conclusion to an argument. The authors Browne and Keeley (2011) give two different approaches that can be taken in order to achieve success in critical thinking; the Interactive approach which involves evaluation of what is being read or heard and the sponge approach which involves little thought because you are simply absorbing everything you read and hear. With a good combination of the two one can successfully go through the critical thinking process and ask and answer all the right questions. So what are the right questions? Browne and Keeley give 10 questions that create a stairway to successful critical thinking. I am going to go through the 10-question model and examine a Memo written by Ms. Mary Ford the Director of Human Resources of APEU to Mr. Hector Fuentes the President of APEU local No. 121. I. What are the Issues and Conclusions? An issue is a question or controversy responsible for the conversation or discussion. It is the stimulus for what is being said (Browne & Keeley, 2011). There are two types of issues, descriptive which are those that raise questions about the accuracy of the past, present or future and prescriptive which questions what we should do or what is right or wrong, good or bad (Browne and Keeley, 2011). The Memo written by Mary has a prescriptive issue. The issue within the memo is whether or not the union should oppose the outsourcing proposal by Governor...
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...of the communiqué and the intended audience. I recently participated in a team project where we were instructed to send communiqués to four audiences based on the purpose of the communiqué and the receiving audience while projecting the senders leadership style; for the following I will be evaluating the four communiqués my team submitted. In the communiqué sent to the CEO of Riordan Manufacturing, John, the accounting manager, was to advise the CEO of the financial instability of JJJ Company and recommend not moving forward with the acquisition. For this communiqué our team collectively agreed that a formal memo would be the best communication for the audience and purpose, I stand by this decision. The memo was a more formal approach as it was intended for the CEO, which showcased his leadership style more direct and to the point. The structure and layout of the memo was assembled with less of a personal feel as is seen common in e-mails or text to a coworker. The information conveyed in the memo was factual pertaining to the purpose of the memo in regard to the financial instability of JJJ Company. I do not think this memo shared too much or too little information. There was no question of ethics present in the memo as it was examining the instability of the company and it was specifically sent to the CEO. Emails were chosen as the communiqués for the other three audiences. Emails are shorter reports that, “should enable the reader to easily focus...
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...Team Leadership Memo Albert Johnson MGT/521 January 27, 2014 Lloyd Krieger In accordance with the company’s initiative toward entering a new marketplace, I have been asked to create this memo. Recently, I have been paired into a team with the assignment to meet the goals and expectations of the company. I, Albert Johnson, will team with Anthony Buglisi, Yoshika Middlebrooks, Timothy Ray and Latesha Wilkinson in order to attain the goals assigned to our group. We share a lot of similarities, while at the same time, maintain a status of being diverse individuals. By looking at the type of people we are, I think the best approach for us would be along the lines of a democratic atmosphere around our ideas around leadership. The similarities of our group can allow for an easier time for agreement on various subjects. However, the differences in approach between us will help illuminate what the main issues are; that need addressing. Whereas Timothy and I are very creative on our toes for solutions, we sometimes are willing to take risks that could be detrimental to the company without our knowing. This is where Anthony and Yoshika’s worth comes especially in this group. Any idea that pops up can be disputed and dissected for its pros and cons by Anthony and Yoshika. Latesha’s value to the group is that she’s highly persuasive. Whatever idea the group decides to agree on, Latesha is convincing enough to sell the ideas to fellow employees for support and execution, our managers...
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...NOKIA burning platform Earlier this week, Engadget published an internal memo written by Nokia CEO Stephen Elop in which he, now famously, likens his company’s situation to that of an oil worker trapped on a burning platform. His only option for survival is to radically change his behavior and jump into the icy waters of the North Sea. A situation Nokia now finds itself in after having made a series of poor decisions. Elop conveys it this way: How did we get to this point? Why did we fall behind when the world around us evolved? This is what I have been trying to understand. I believe at least some of it has been due to our attitude inside Nokia. We poured gasoline on our own burning platform. I believe we have lacked accountability and leadership to align and direct the company through these disruptive times. We had a series of misses. We haven’t been delivering innovation fast enough. We’re not collaborating internally. Nokia, our platform is burning. The candor and brutal honesty in which Elop delivers his message is the reason his memo has twitter, facebook, and the blogging community abuzz. As he rallies his troops to “changed behavior” his message is one that should not be lost on the rest of us. More often than not – in our businesses, our careers, our relationships, and in our very lives – we stand atop our own “burning platforms”, resisting or ignoring the clear signs that we are in danger and that a radical change in behavior is needed to survive or to lead a...
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...2012 Week # 1 Individual Leadership Approach Paper Leadership in Organization Robin Muse Leadership has been defined in multiple ways. The subject of leadership has intrigued many individuals and has been speculated by research that probed a growing interest in understanding leadership and the process involving different teams and organizations. Although there are many effective and ineffective ways to merge people to lead, it has been difficult to define the “term” leadership. There is no doubt that the leadership position simplifies the influence to guide, structure, and facilitate activities over other people, it also shares a specialized process that influence the role of leadership. The type of influence process that defines leadership involves the commitment by followers along with the reluctant of obedience of thus followers. The purpose of the influence process of leadership only occurs when ones view point attempt to influence the purpose and outcome of behaviors, traits, role relationships, interaction patterns, and occupation of a leadership position. In research the leadership process influence others to understand and agree to the needs of what needs to be done, how it is done, and a collective effort to facilitate the process to accomplish a shared objective. There are to forms of leaderships direct and indirect. Direct leadership involves the attempt to influence individuals to follow and interact with other by way of memo, faxes, e-mails, and television...
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...To: Mr. Richard Dettling From: Chaquana Hales CC: Chaquana Hales Date: February 13, 2013 RE: Successful Team Leadership Memo Throughout the next few months to a year, as team manager of the newly formed department in the company, I will be working to uphold my tranquility and keep my employees involved while at the same time working to successfully steer through the contemporary and unexplored business atmosphere of today. Since recently, a great deal has been mentioned about the demand for maintaining motivation and engagement in the cutting edge employees during these times of important experiments and transformations. Up till now, as a leader in the company I am apprehensive and worried about the forthcoming for two reasons. The primary concern is an increased risk that my own personal livelihood might be affected due to the fact that all organizational levels will be impacted by the cutbacks in personnel. A secondary concern is that the survivors of the cutbacks will need my help and support to continue to stay engaged in their work. I will more than likely require these employees to achieve more with less. To aid in coping and enduring these difficult times while preserving effectiveness, I have come up with three propositions to consider. Establish Activities and a Positive Mindset It is common for all employees in times of change to communicate aggravations, put up shields, and oppose distressing transformations. Since these reactions all contradict production...
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...part of the company’s strategic plan to enter a particular market segment. Your manager would like you to manage one of the teams in this new department. Your manager has put together the team you will be managing. Your new team consists of the members of your current Learning Team. To be successful in the new market segment, your team must efficiently accomplish the goals set by the company. Your manager, therefore, would like you to develop a leadership approach for each team member on your team based on the theories of leadership and each member’s individual personalities. Write a memo to your manager of no more than 1,400 words in which you explain how you plan to successfully lead your team. Include the following: Evaluate the individuals, including yourself, based on the personality assessment. Evaluate the situation in terms of urgency, culture, and so forth. Determine leadership approaches, based on individuals and the situation. Highlight the principles you have applied from various leadership theories. Format your memo consistent with APA guidelines. Click the Assignment Files tab to submit your assignment 2- Your Learning Team is a team of managers of a customer call center for timeshare vacations. Discuss, with your team, the types of control measures you would use to see how efficient and effective an employee is. Discuss, with your team, the measures you would use to evaluate the entire call center. Prepare a 350- to 1,050-word paper detailing the...
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...Leadership in Organizations Ashley Rivers LDR 531 November 17, 2011 Dr. Rickie Baldwin Leadership in Organizations Many organizations are created from the thoughts, motivation, and determination of a leader. A leader is an individual who has the traits, abilities, and behavior to influence followers and accomplish task objectives. These leadership skills can help an organization achieve the strategic goals and objectives of the organization. The term leadership is defined as “the process of influencing others to understand and agree about what needs to be done and how to do it, and the process of facilitating individual and collective efforts to accomplish shared objectives” (Yukl, 2010, p. 8). Many researchers have focused on the concept of leadership. Some researchers “define leadership according to their individual perspectives and the aspects of the phenomenon of most interest to them” (id. at p. 2). Research has also distinguished the different views of leadership, and other forms of leadership. The other forms of leadership include direct and indirect leadership. This paper will review the views of leadership, the other forms of leadership, and the behavior approach of leadership. The strengths and weaknesses of the behavior approach will also be discussed. Many researchers have argued whether leadership should be viewed as a “specialized role or as a shared influence” (id. at p. 3) process. Leadership as a specialized role focuses on the relationship...
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...Mulally’s retirement and the appointment of Mark Fields as the new CEO demonstrate how Ford used positive and candid communications to overcome resistance to the change. Actions as simple as providing verbal and nonverbal cues have a powerful influence on how others perceive a change (Nekoranec & Fourrier, 2013). A proposed alternative communication plan, including the use of more communication channels with increased frequency, would have helped the company address some of the fear and uncertainty among stakeholders. An example of an internal memo is provided to show how the use of positive and supportive descriptions of the change can motivate stakeholders to act as change agents on behalf of an organization by embracing the change and recognizing their essential role in the process. Innovative Change at Ford Motor Company In the past few decades Ford Motor Company has experienced a series of disruptive changes pertaining to the company’s leadership. In 2006, the appointment of Alan Mulally as the company’s Chief Executive Officer prompted extensive changes within the company that served to transform the once struggling organization into a powerful competitor (LeBeau, 2010). Mulally’s communication of a new vision for Ford, and his actions aimed at facilitating this change, have resulted in a collaborative corporate culture with a shared vision for the future and a commitment to the company’s long term success....
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...To: Dr Stephen Quick From: Davida Clement, Student Date: October 21, 2014 Subject: Team Leadership MGT 521 Memo As a manager have a substantial role when it comes to motivating the team to produce results. The manager must do this based on a method of leadership as required by the organization and the leaders of the business organization. The ultimate plan is to successfully lead the new team to meet the organization’s goals based on the results of the personality assessment as instructed and outlined in the directions of the new division’s plans. Every member of the team will be involved in this portion of the process. All of the personality assessments have been completed the results will be discussed in the next section of this memo. In addition, an evaluation in terms of urgency, culture and anything else applicable will be discussed and provided. Next, any necessary leadership approaches based on the information provided will be included as well. Finally, there will be a discussion of any principles used when applying leadership theories. As the manager it is important to determine the right strategy to change the culture of the organization. It is equally important for the tone of management to be set; mainly top managers need to be positive role...
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...Team Leadership Memo and Presentation University of Phoenix Erin Thompson MGT/521 Christopher Nieto July 22, 2015 Team Leadership Memo Recently the company that I work for has decided to insert a brand new department to help the company’s strategic plan to enter a particular market. My current manager has informed me that I will be leading a team in the new department that has already been assembled consisting of Miriam, Patty, Amanda and Natalio. For our team to be successful, we have to accomplish efficiently the goals set by the company. I have developed a strategy on how to lead our team based on our diverse group of women. I believe with our wide variety and different personality traits that we will be very successful in our future team goals. I have evaluated each team member’s personalities along with my own to see what is going to benefit the department and how to put my particular strategy together. First, in determining what leadership approach I wanted to take I needed to first evaluate the team members including myself. For those individuals of the group that do not know much about my personality. I am proactive and resilient. Not only am I able to take challenges and overcome them, but also I am able to identify them as opportunities, take charge, and keep moving until things change. I am a social person and easy to get along with...
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...Final Blue Sky Management and Leadership Question 1 In the past, Blue Sky leadership led from an autocratic leadership style. An autocratic leadership is similar to a dictatorship where only one person has the authority over the followers or workers. The autocratic leader decisions are to be taken as the final authority and should never be questioned. This leader plans out all of the companies agenda and demands that subordinates work according to their rules. The former CEO but still remained the Board Chairman, Max Blue, believed that meeting was not necessary therefore planning was considered a wasted of time. None of his employees seem to question his authority. This leadership style led to very passive employees at Blue Sky because they were unable to make decision caused them to lack passion about their jobs. Although the past CEO leadership style was autocratic, there were several different leadership styles among the various departments. The structure of the organization was divided in to the CEO, VP of the division, director of marketing, CFO, and the regional directors, who were consider upper management level. With the regional directors being younger and being with the Blue Sky for relatively a short period of time, they were more aggressive wanting to expand different product lines and clientele. However, the younger regional directors were presented with many challenges from the older managers that were mainly in vice presidents roles. These managers wanted...
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...Portfolio In a modern day organization’s behavior, employees and suppliers have as much impact on the organization structure as customers and competitors have had in the past. Organizations are viewed as open systems, continually interacting with their environment and in dynamic state of temporary equilibrium as they adapt to environmental changes. Successful organizations are in constant state of flux in response to their environment, many companies are looking at media technologies as way to market their product and learn about their competitors. This presence could produce a large following depending on the interest in the content created and information shared. The change stemmed from the speed at which information travel in the media arena. In most cases, the information environment outside the organization is changing far more rapidly than the information environment internally. Customers, partners, prospects, and employees can find, access, and share information in a way that corporate infrastructure, security, culture, and policies inhibit. Organizations are having a difficult time responding to or taking advantage of – these new environments. The path of information regarding the organization is no longer just the role of the marketing department. Employees talk to customers, colleagues, and suppliers. They share their experiences, impressions and expectations regarding their jobs, the organization and management. The speed at which the information travels is beyond...
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